e6aa897f-19eb-4a79-9aec-0b7ad86237b2

Andrew Smith


287 Custer Street, Hopewell, PA 00000

(000) 000-0000

Professional Summary

Results-driven, senior-level professional equipped with an MBA and 20+ years of verifiable success managing human resource functions for top-level, global organizations.  Adroit in the areas of talent management to include identification, recruiting, and hiring to maximize employee and organization performance in alignment with the company’s strategic objectives.  Strong ability to work cross-collaboratively with top executives; in-depth knowledge of federal and state requirements, policies, and procedures.

Highly-ethical, qualified Professional armed with extensive experience developing and executing strategic plans to lead organizations business development, financial growth, and long-term sustainability.  Superb ability to succeed in challenging, high-pressure, deadline-driven environments.

Employment history

Chief Human Resources Officer, Hartmann, Miller and Fisher. West Sergioport, Vermont
Nov. 2018 – Mar. 2019
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  • Confer with management to develop or implement personnel policies or procedures.
  • Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
  • Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, and motivation to assess organizational functioning.
  • Provide expert testimony in employment lawsuits.
  • Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, and promotion.
  • Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Hire employees and process hiring-related paperwork.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Develop and organize training manuals, multimedia visual aids, and other educational materials.
  • Coordinate established courses with technical and professional courses provided by community schools and designate training procedures.
  • Interpret government regulations and applicable codes to ensure compliance.
  • Conduct or oversee contingency plan integration and operation.
  • Identify opportunities for strategic improvement or mitigation of business interruption and other risks caused by business, regulatory, or industry-specific change initiatives.
  • Attend professional meetings, read literature, and participate in training or other educational offerings to keep abreast of new developments and technologies related to disaster recovery and business continuity.
  • Communicate with customers, employees, and other individuals to answer questions, disseminate or explain information, take orders, and address complaints.
  • Complete and mail bills, contracts, policies, invoices, or checks.
  • Make travel arrangements for office personnel.
  • Review files, records, and other documents to obtain information to respond to requests.
  • Provide employees with guidance in handling difficult or complex problems or in resolving escalated complaints or disputes.
  • Evaluate employees’ job performance and conformance to regulations and recommend appropriate personnel action.
  • Interpret and communicate work procedures and company policies to staff.
  • Develop or update procedures, policies, or standards.

General Manager- HR, Administration & Compliance, Koepp LLC. Ronland, South Carolina
Mar. 2017 – Nov. 2017
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  • Confer with management to develop or implement personnel policies or procedures.
  • Review employment applications and job orders to match applicants with job requirements.
  • Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
  • Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
  • Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
  • Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  • Prepare training budget for department or organization.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Process paperwork for new employees and enter employee information into the payroll system.
  • Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
  • Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records.
  • Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions.
  • Set up and manage paper or electronic filing systems, recording information, updating paperwork, or maintaining documents, such as attendance records, correspondence, or other material.
  • Maintain scheduling and event calendars.
  • Coordinate conferences, meetings, or special events, such as luncheons or graduation ceremonies.
  • Arrange conference, meeting, or travel reservations for office personnel.
  • Greet visitors and determine whether they should be given access to specific individuals.
  • Read and analyze incoming memos, submissions, and reports to determine their significance and plan their distribution.
  • Prepare agendas and make arrangements, such as coordinating catering for luncheons, for committee, board, and other meetings.
  • Coordinate and direct office services, such as records, departmental finances, budget preparation, personnel issues, and housekeeping, to aid executives.
  • Meet with individuals, special interest groups and others on behalf of executives, committees and boards of directors.
  • Maintain scheduling and event calendars.
  • Develop or maintain internal or external company Web sites.
  • Prepare meeting agendas, attend meetings, and record and transcribe minutes.
  • Keep a current record of staff members’ whereabouts and availability.
  • Process and prepare memos, correspondence, travel vouchers, or other documents.

Consultant, Wolf and Sons. South Lakendra, Oregon
Jun. 2014 – Nov. 2015
  • Create or maintain plans or other documents related to sustainability projects.
  • Develop sustainability project goals, objectives, initiatives, or strategies in collaboration with other sustainability professionals.
  • Monitor or track sustainability indicators, such as energy usage, natural resource usage, waste generation, and recycling.
  • Review and revise sustainability proposals or policies.
  • Provide information or technical or program assistance to government representatives, employers, or the general public on the issues of public health, environmental protection, or workplace safety.
  • Maintain files, such as hazardous waste databases, chemical usage data, personnel exposure information, or diagrams showing equipment locations.
  • Identify short- and long-term impacts of environmental remediation activities.
  • Identify environmental mitigation alternatives, ensuring compliance with applicable standards, laws, or regulations.
  • Conduct engineering site audits to collect structural, electrical, and related site information for use in the design of residential or commercial solar power systems.
  • Perform computer simulation of solar photovoltaic (PV) generation system performance or energy production to optimize efficiency.

Deputy General Manager- HR & Compliance, Swift Inc. Raustad, Nebraska
Aug. 2012 – Feb. 2013
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Hire employees and process hiring-related paperwork.
  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  • Schedule or conduct new employee orientations.
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  • Confer with management to develop or implement personnel policies or procedures.
  • Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
  • Keep track of leave time, such as vacation, personal, and sick leave, for employees.
  • Distribute and collect timecards each pay period.
  • Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions.
  • Keep informed about changes in tax and deduction laws that apply to the payroll process.
  • Conduct verifications of employment.
  • Prepare training budget for department or organization.
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Develop and organize training manuals, multimedia visual aids, and other educational materials.
  • Develop testing and evaluation procedures.
  • Prepare financial or regulatory reports required by laws, regulations, or boards of directors.
  • Serve as liaisons between organizations, shareholders, and outside organizations.
  • Review and analyze legislation, laws, and public policy, and recommend changes to promote and support interests of both the general population and special groups.
  • Direct human resources activities, including the approval of human resource plans or activities, the selection of directors or other high-level staff, or establishment or organization of major departments.
  • Draft and type office memos.
  • Complete various forms, such as accident reports, trial and courtroom requests, and applications for clients.
  • Attend legal meetings, such as client interviews, hearings, or depositions, and take notes.
  • Submit articles and information from searches to attorneys for review and approval for use.
  • Monitor or track sustainability indicators, such as energy usage, natural resource usage, waste generation, and recycling.
  • Review and revise sustainability proposals or policies.
  • Collect information about waste stream management or green building practices to inform decision-makers.
  • Develop reports or presentations to communicate the effectiveness of sustainability initiatives.

Manager, Personnel & Administration, Gottlieb Group. Samualmouth, Wisconsin
Mar. 2006 – Nov. 2006
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Process paperwork for new employees and enter employee information into the payroll system.
  • Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
  • Compute wages and deductions, and enter data into computers.
  • Process and issue employee paychecks and statements of earnings and deductions.
  • Compile employee time, production, and payroll data from time sheets and other records.
  • Complete, verify, and process forms and documentation for administration of benefits such as pension plans, and unemployment and medical insurance.
  • Coordinate special programs, such as United Way campaigns, that involve payroll deductions.
  • Conduct verifications of employment.
  • Prepare training budget for department or organization.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Conduct orientation sessions and arrange on-the-job training for new hires.
  • Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
  • Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
  • Prepare and follow budgets for personnel operations.
  • Conduct exit interviews to identify reasons for employee termination.
  • Oversee the evaluation, classification and rating of occupations and job positions.
  • Prepare personnel forecast to project employment needs.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.
  • Develop, administer and evaluate applicant tests.
  • Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

Senior Human Resources Officer, Pacocha Group. South Dioneport, South Carolina
Oct. 2001 – Jan. 2004
  • Hire employees and process hiring-related paperwork.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Schedule or conduct new employee orientations.
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  • Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
  • Review employment applications and job orders to match applicants with job requirements.
  • Conduct reference or background checks on job applicants.
  • Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
  • Contact job applicants to inform them of the status of their applications.
  • Interview job applicants to obtain information on work history, training, education, or job skills.
  • Develop or implement recruiting strategies to meet current or anticipated staffing needs.
  • Analyze employment-related data and prepare required reports.
  • Advise management on organizing, preparing, or implementing recruiting or retention programs.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Process paperwork for new employees and enter employee information into the payroll system.
  • Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records.
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Negotiate bargaining agreements and help interpret labor contracts.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
  • Identify staff vacancies and recruit, interview and select applicants.

Education

East Yost, Aidaland, Utah
EMBA, Human Resources Management, Oct. 2012

Western Dach, Cristinburgh, New Jersey
PGDHRM, Human Resources Management, Feb. 2004

Stracke Academy, East Kraig, Utah
Master of Social Science, Anthropology, Jul. 1992

Eastern Osinski, Lake Rexstad, Wyoming
Bachelor of Social Science (Honors), Anthropology, Oct. 1991

Skills

Green Certification

Sustainability Management

Social, Security & Technical Compliance

Organizational Development

Human Resources Management

ad7b1487-2d51-4a44-8e78-c60510fb2e44

Andrew Smith


287 Custer Street, Hopewell, PA 00000

(000) 000-0000

Professional Summary

Results-driven, senior-level professional equipped with an MBA and 20+ years of verifiable success managing human resource functions for top-level, global organizations.  Adroit in the areas of talent management to include identification, recruiting, and hiring to maximize employee and organization performance in alignment with the company’s strategic objectives.  Strong ability to work cross-collaboratively with top executives; in-depth knowledge of federal and state requirements, policies, and procedures.

Highly-ethical, qualified Professional armed with extensive experience developing and executing strategic plans to lead organizations business development, financial growth, and long-term sustainability.  Superb ability to succeed in challenging, high-pressure, deadline-driven environments.

Employment history

Chief Human Resources Officer, Deckow-Kutch. Port Reytown, Wyoming
Feb. 2019 – Jun. 2019
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  • Confer with management to develop or implement personnel policies or procedures.
  • Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
  • Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, and motivation to assess organizational functioning.
  • Provide expert testimony in employment lawsuits.
  • Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, and promotion.
  • Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Hire employees and process hiring-related paperwork.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Develop and organize training manuals, multimedia visual aids, and other educational materials.
  • Coordinate established courses with technical and professional courses provided by community schools and designate training procedures.
  • Interpret government regulations and applicable codes to ensure compliance.
  • Conduct or oversee contingency plan integration and operation.
  • Identify opportunities for strategic improvement or mitigation of business interruption and other risks caused by business, regulatory, or industry-specific change initiatives.
  • Attend professional meetings, read literature, and participate in training or other educational offerings to keep abreast of new developments and technologies related to disaster recovery and business continuity.
  • Communicate with customers, employees, and other individuals to answer questions, disseminate or explain information, take orders, and address complaints.
  • Complete and mail bills, contracts, policies, invoices, or checks.
  • Make travel arrangements for office personnel.
  • Review files, records, and other documents to obtain information to respond to requests.
  • Provide employees with guidance in handling difficult or complex problems or in resolving escalated complaints or disputes.
  • Evaluate employees’ job performance and conformance to regulations and recommend appropriate personnel action.
  • Interpret and communicate work procedures and company policies to staff.
  • Develop or update procedures, policies, or standards.

General Manager- HR, Administration & Compliance, Gulgowski-Schultz. Shereeton, Texas
Feb. 2018 – May. 2018
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  • Confer with management to develop or implement personnel policies or procedures.
  • Review employment applications and job orders to match applicants with job requirements.
  • Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
  • Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
  • Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
  • Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  • Prepare training budget for department or organization.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Process paperwork for new employees and enter employee information into the payroll system.
  • Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
  • Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records.
  • Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions.
  • Set up and manage paper or electronic filing systems, recording information, updating paperwork, or maintaining documents, such as attendance records, correspondence, or other material.
  • Maintain scheduling and event calendars.
  • Coordinate conferences, meetings, or special events, such as luncheons or graduation ceremonies.
  • Arrange conference, meeting, or travel reservations for office personnel.
  • Greet visitors and determine whether they should be given access to specific individuals.
  • Read and analyze incoming memos, submissions, and reports to determine their significance and plan their distribution.
  • Prepare agendas and make arrangements, such as coordinating catering for luncheons, for committee, board, and other meetings.
  • Coordinate and direct office services, such as records, departmental finances, budget preparation, personnel issues, and housekeeping, to aid executives.
  • Meet with individuals, special interest groups and others on behalf of executives, committees and boards of directors.
  • Maintain scheduling and event calendars.
  • Develop or maintain internal or external company Web sites.
  • Prepare meeting agendas, attend meetings, and record and transcribe minutes.
  • Keep a current record of staff members’ whereabouts and availability.
  • Process and prepare memos, correspondence, travel vouchers, or other documents.

Consultant, Farrell Group. Malcolmmouth, Utah
Nov. 2015 – Apr. 2016
  • Create or maintain plans or other documents related to sustainability projects.
  • Develop sustainability project goals, objectives, initiatives, or strategies in collaboration with other sustainability professionals.
  • Monitor or track sustainability indicators, such as energy usage, natural resource usage, waste generation, and recycling.
  • Review and revise sustainability proposals or policies.
  • Provide information or technical or program assistance to government representatives, employers, or the general public on the issues of public health, environmental protection, or workplace safety.
  • Maintain files, such as hazardous waste databases, chemical usage data, personnel exposure information, or diagrams showing equipment locations.
  • Identify short- and long-term impacts of environmental remediation activities.
  • Identify environmental mitigation alternatives, ensuring compliance with applicable standards, laws, or regulations.
  • Conduct engineering site audits to collect structural, electrical, and related site information for use in the design of residential or commercial solar power systems.
  • Perform computer simulation of solar photovoltaic (PV) generation system performance or energy production to optimize efficiency.

Deputy General Manager- HR & Compliance, Sawayn-Crona. Rippinmouth, South Carolina
Oct. 2008 – Jun. 2012
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Hire employees and process hiring-related paperwork.
  • Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  • Schedule or conduct new employee orientations.
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  • Confer with management to develop or implement personnel policies or procedures.
  • Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
  • Keep track of leave time, such as vacation, personal, and sick leave, for employees.
  • Distribute and collect timecards each pay period.
  • Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions.
  • Keep informed about changes in tax and deduction laws that apply to the payroll process.
  • Conduct verifications of employment.
  • Prepare training budget for department or organization.
  • Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Develop and organize training manuals, multimedia visual aids, and other educational materials.
  • Develop testing and evaluation procedures.
  • Prepare financial or regulatory reports required by laws, regulations, or boards of directors.
  • Serve as liaisons between organizations, shareholders, and outside organizations.
  • Review and analyze legislation, laws, and public policy, and recommend changes to promote and support interests of both the general population and special groups.
  • Direct human resources activities, including the approval of human resource plans or activities, the selection of directors or other high-level staff, or establishment or organization of major departments.
  • Draft and type office memos.
  • Complete various forms, such as accident reports, trial and courtroom requests, and applications for clients.
  • Attend legal meetings, such as client interviews, hearings, or depositions, and take notes.
  • Submit articles and information from searches to attorneys for review and approval for use.
  • Monitor or track sustainability indicators, such as energy usage, natural resource usage, waste generation, and recycling.
  • Review and revise sustainability proposals or policies.
  • Collect information about waste stream management or green building practices to inform decision-makers.
  • Develop reports or presentations to communicate the effectiveness of sustainability initiatives.

Manager, Personnel & Administration, Bayer Group. Latoshaland, Louisiana
May. 2006 – Jul. 2007
  • Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  • Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Process paperwork for new employees and enter employee information into the payroll system.
  • Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
  • Compute wages and deductions, and enter data into computers.
  • Process and issue employee paychecks and statements of earnings and deductions.
  • Compile employee time, production, and payroll data from time sheets and other records.
  • Complete, verify, and process forms and documentation for administration of benefits such as pension plans, and unemployment and medical insurance.
  • Coordinate special programs, such as United Way campaigns, that involve payroll deductions.
  • Conduct verifications of employment.
  • Prepare training budget for department or organization.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Conduct orientation sessions and arrange on-the-job training for new hires.
  • Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
  • Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
  • Prepare and follow budgets for personnel operations.
  • Conduct exit interviews to identify reasons for employee termination.
  • Oversee the evaluation, classification and rating of occupations and job positions.
  • Prepare personnel forecast to project employment needs.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.
  • Develop, administer and evaluate applicant tests.
  • Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

Senior Human Resources Officer, Harvey LLC. Ursulaburgh, Hawaii
Mar. 1998 – Jan. 2004
  • Hire employees and process hiring-related paperwork.
  • Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  • Schedule or conduct new employee orientations.
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  • Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
  • Review employment applications and job orders to match applicants with job requirements.
  • Conduct reference or background checks on job applicants.
  • Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
  • Contact job applicants to inform them of the status of their applications.
  • Interview job applicants to obtain information on work history, training, education, or job skills.
  • Develop or implement recruiting strategies to meet current or anticipated staffing needs.
  • Analyze employment-related data and prepare required reports.
  • Advise management on organizing, preparing, or implementing recruiting or retention programs.
  • Review time sheets, work charts, wage computation, and other information to detect and reconcile payroll discrepancies.
  • Process paperwork for new employees and enter employee information into the payroll system.
  • Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records.
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Conduct or arrange for ongoing technical training and personal development classes for staff members.
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Negotiate bargaining agreements and help interpret labor contracts.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
  • Identify staff vacancies and recruit, interview and select applicants.

Education

Western Hegmann University, Gleasonville, North Dakota
EMBA, Human Resources Management, Mar. 2012

South Cartwright, East Daronmouth, West Virginia
PGDHRM, Human Resources Management, Aug. 2004

Kreiger Academy, Lake Mikel, Oklahoma
Master of Social Science, Anthropology, Jun. 1992

West South Carolina Institute, Ramonview, Rhode Island
Bachelor of Social Science (Honors), Anthropology, Aug. 1991

Skills

Green Certification

Sustainability Management

Social, Security & Technical Compliance

Organizational Development

Human Resources Management