cf9eb53d-ce16-4402-9fdb-0fa119d14248
Andrew Smith
287 Custer Street, Hopewell, PA 00000
andrew_smith@example.com
(000) 000-0000
Professional Summary
Innovative, forward-thinking Human Resources Business Partner & Generalist with over 7 years of experience in the areas of performance management, Talent Acquisition, Employee Engagement, Training & Development . Have extensive exposure in competency based Development Center, Succession Planning and implementing 9 Box talent pool. Dedicated and motivated to join a reputable, growth-oriented company.
Employment history
HR Business Partner, Wehner-Connelly. East Winifredburgh, Maryland
Mar. 2020 – Present
- HR Business Partner for Retail Channels Categories – Exclusive Business Outlet (EBO), Large Format Retail (LFR) & Multi Brand Outlet (MBO).
- Directly manage complete HR life cycle for 1100 CCAs and 120 ASMs.
- Managing Performance Management (Goal Setting – Mid Year Reviews, Performance Appraisals and Reward and Recognition)
- Involved in framing & Executing Competency based Training & Development programs for ASMs. (Framing of Indivisual Development Programs)
- Succession Planning & Talent management based on 9 Box Talent Pool
- Construct, facilitate & conduct Unit Level Engagement activities.
Projects & Initiatives
- Launched URJA Program for creating Talent pool at Fashion Consultant level through campus placements in Fashion Institutes
- Coordinated With sales Team and designed and updated Incentive Policy for LFR Channel
- Initiated i-Drive – Capability Development Program for 7 ASMs in LFR Channel – Involved in Identification of Competencies, Evaluation of Participants based on competencies, Designing of Evaluation modules, rolling out Individual Development Program (IDPs), Designing of Development and Training Program, Measuring effectiveness of Training Program
HR Generalist, Daniel, Kshlerin and Lockman. East Graham, North Dakota
Sep. 2017 – Jun. 2018
- Responsible for junior & middle level recruitment
- Involved in Induction Program for New Joiners
- Maintaining attendance details and Payrolls.
- Prepare training budget for all departments.
- Conduct Employee Engagement activities for all Departments.
- MIS/report like headcount, attrition, assets issued etc.
- Publish monthly Business Review Dashboards including manpower Headcount Budget Vs. Actual, Salary Cost Vs Sales, productivity and attrition data of all employees
Initiatives
- Initiated no cost Hiring by partnering with National Skill Development Corporation (NSDC)
- Started English Speaking Coaching Program to House keeping & Food & Beverage Dept.
- Prepare training budget for department or organization.
HR Business Partner, Price and Sons. Welchport, Michigan
Dec. 2015 – Oct. 2016
- Identify staff vacancies and recruit, interview and select applicants.
- 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.
- Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
- Formulate and implement training programs, applying principles of learning and individual differences.
- Identify training and development needs.
- Prepare training budget for department or organization.
- 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.
Human Resource Business Partner, Buckridge, Grimes and Cronin. Boehmbury, Connecticut
Feb. 2015 – Jul. 2015
- HR Business Partner for 6 Business Functions – Marketing, Sales, Services, New Business, Exports & KitchenAid. (Around 200 employees- directly , 600 Employees Indirectly – Co-ordination through Regional HR)
- Involved in center wide Goal settings for Business functions for Junior and Middle management.
- Construct, facilitate & conduct Unit Level Engagement activities.
- Involved in center wide Talent Mapping, Employee Career Mapping & other OD initiatives
Projects
- I-Grow – Capability Development of 220 Area Sales Manager (ASM) for escalating primary sales on the basis of identified Competencies.
- I-Learn – Capability Development of 1500 Retail Executives (RE) and Branch Marketing Managers for escalating secondary sales on the basis of identified Competencies.
Education
Northern Crist Institute, East Tiffanyville, Pennsylvania
MBA, Human Resources, Jun. 2013
North Thompson Academy, Stantonton, Illinois
Bachelor of Engineering, Electronics, Apr. 2008
Skills
Training & Development
Competency Mapping
Employee Engagement
Performance Management
Talent Acquisition
d4652a92-497f-45cc-b0d0-8aed9f42f244
Andrew Smith
Phone:
(000) 000-0000
Email:
andrew_smith@example.com
Address:
287 Custer Street, Hopewell, PA 00000
Professional Summary
Responsive, forward-thinking Human Resources Generalist with over 4.6 years of experience in the areas of benefits administration, hiring, employment law, and compensation, vendor management, performance management, Success developing and executing new hire orientations, maintaining employee databases and human resource information systems, and investigating employee grievances and providing appropriate resolutions. Dedicated and motivated to join a reputable, growth-oriented company as a human resources professional.
Employment history
Oct. 2018 – Present
Neliaberg, North Dakota
Neliaberg, North Dakota
HR Business Partner, Huels Group
Responsible for conducting detailed investigations to complex employee relations issues and recommending solutions that are in alignment with the Company’s core values.
Conduct On-boarding for new hires/transfers across the region.
SPOC between the Employee and the Management.
Measure client retention and turnover rates.
Develop open and effective channels of communication with each that can be employed by other departments.
Conduct research to identify new market and customer needs.
Arrange business meetings and also be a part of with prospective clients.
Promote the company’s products/services addressing or predicting clients objectives.
Prepare business contracts ensuring adherence to law established rules and guidelines.
Keep records of employee attendance and employee documents.
Prepare Offer Letter of New Joining.
Build long term relationships with new and existing clients.
Organize company activities for the team.
Conduct/Present weekly meetings of the Business Development and Recruitment Team.
Conduct On-boarding for new hires/transfers across the region.
SPOC between the Employee and the Management.
Measure client retention and turnover rates.
Develop open and effective channels of communication with each that can be employed by other departments.
Conduct research to identify new market and customer needs.
Arrange business meetings and also be a part of with prospective clients.
Promote the company’s products/services addressing or predicting clients objectives.
Prepare business contracts ensuring adherence to law established rules and guidelines.
Keep records of employee attendance and employee documents.
Prepare Offer Letter of New Joining.
Build long term relationships with new and existing clients.
Organize company activities for the team.
Conduct/Present weekly meetings of the Business Development and Recruitment Team.
Nov. 2016 – Dec. 2016
Byronton, Vermont
Byronton, Vermont
Employee Relations Executive, Aufderhar Inc
Single point of contact (SPOC) for 250+ employees.
Assist HR Managers with employee concerns/ HR matters.
Investigated/mediated disciplinary actions and grievance hearings to determine the proper outcome.
Create and organize employee activities (Activities Committee Chair).
Conducting skip level meetings and one to one meetings with employees to review their performance and work health.
Coordinated random drug testing process and fingerprint processing for employees.
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
Assist HR Managers with employee concerns/ HR matters.
Investigated/mediated disciplinary actions and grievance hearings to determine the proper outcome.
Create and organize employee activities (Activities Committee Chair).
Conducting skip level meetings and one to one meetings with employees to review their performance and work health.
Coordinated random drug testing process and fingerprint processing for employees.
Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
Plan and execute the IJP and IJT Transfers.
Executing and Planning Performance appraisal for the team.
Part of Corporate Tie ups and CSR Team.
Drive programs on retention and succession planning on organization level.
Process paperwork for new employees and enter employee information into the payroll system.
Conduct monthly meetings and maintaining the dashboard.
Maintain the employee count report.
Executing and Planning Performance appraisal for the team.
Part of Corporate Tie ups and CSR Team.
Drive programs on retention and succession planning on organization level.
Process paperwork for new employees and enter employee information into the payroll system.
Conduct monthly meetings and maintaining the dashboard.
Maintain the employee count report.
Jun. 2015 – Aug. 2015
McLaughlinbury, North Dakota
McLaughlinbury, North Dakota
Sr. HR Executive, Halvorson-Dietrich
Identified staff vacancies and recruited, interviewed, and selected applicants.
Evaluate and improvise the current HR Practices to keep with time and external benchmarks.
Administering payroll and maintaining employee records, interpreting and advising on employment law.
Dealing with grievances and implementing disciplinary procedures.
Monitor and evaluate performance through a PMS process.
Designed and conducted management training related to performance-based management, policies and employment law.
Interpret and explain human resources policies, procedures, laws, standards, or regulations.
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
Evaluate and improvise the current HR Practices to keep with time and external benchmarks.
Administering payroll and maintaining employee records, interpreting and advising on employment law.
Dealing with grievances and implementing disciplinary procedures.
Monitor and evaluate performance through a PMS process.
Designed and conducted management training related to performance-based management, policies and employment law.
Interpret and explain human resources policies, procedures, laws, standards, or regulations.
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
Sep. 2013 – Jan. 2014
Robbiestad, Connecticut
Robbiestad, Connecticut
HR Executive, Schaden Group
Screened resumes, scheduled interviews and composed Congratulatory Letters for BFSI and Hospitality Sector.
Salary Negotiations and Offer Letter processing of the candidates.
Do the initial reference check of the candidates.
Maintain the employee attendance in the Time Management System and generate the employee report.
Maintain the documents for New Joining and Separation Cases.
Maintain the notice board with information announcement.
Maintained electronics surveys – Survey Monkey – client and candidate based.
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.
Review employment applications and job orders to match applicants with job requirements.
Salary Negotiations and Offer Letter processing of the candidates.
Do the initial reference check of the candidates.
Maintain the employee attendance in the Time Management System and generate the employee report.
Maintain the documents for New Joining and Separation Cases.
Maintain the notice board with information announcement.
Maintained electronics surveys – Survey Monkey – client and candidate based.
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.
Review employment applications and job orders to match applicants with job requirements.
Accomplishments
Skills
Leadership & Public Speaking
Expert
Performance Management
Experienced
Training & Development
Skillful
HR Policies & Procedures
Experienced
Benefits Administration
Experienced
Recruitment & Retention
Experienced
Startup Setup
Experienced
HRMS Technologies
Experienced
Onboarding & Orientation
Experienced
Employee Relations
Expert
Education
Apr. 2016
Bachelor of Management Studies: Marketing and Human Resources
- West North Dakota College – New Kinastad, South Carolina
Sep. 2013
Higher Secondary School
- Swaniawski University – Lindsaychester, New Mexico
Aug. 2011
Maharashtra Board
- South New York Academy – South Raymundo, Texas
hr business partner
- Orchestrated a team of 1000 associates and involved in minimizing attrition
- Initiated employee engagement activities, employee welfare and conducted on floor activities
- Planned CSR activities resolved common issues through skip-level and managed exit interviews
- Analyzed employee engagement scores and created action plans to increase employee engagement
- Orchestrated daily HR functions, identifying and researching HR issues, implementing organization strategies to establish HR objectives in line with the organizational objectives
- Conducted daily HR guidance in consultation with the line management and addressed employee grievances and complex relation issues
- Counseled employees on escalation and policy violations
hr business partner
- Supervised, develop training module and managed end to end training intervention
- Managed and coordinated with consultant like Gallup, PBO and HAY group for various focused OD interventions around HR process improvements, employee engagement and welfare
- Part of the SAP ECC 6.0 HR module implementation team and act as a Power User
- Organization of corporate events
hr business partner
- Personnel management (office 100 + call center 200 employees)
- Solving all staffing issues
- Staff recruitment and adaptation (all levels)
- Creation of company structure
- Creation of official labor documents (job descriptions, order, labor agreements, etc.)
- Running KPI system
- Education of personnel
hr business partner
- Conceptualized, designed and implemented Organizational level interventions in the area of Employee relations, Rewards & Recognition, Talent Management and effective communication to ensure positive changes in the organizational culture
- Spearheaded the HR team as Project HR Lead in the mega project of World largest Single Shed Spinning Unit and handled the entire gamut of HR activities
- Designed and organized effective forums at a periodic interval for the employees to connect with Senior management and HR
- Propose the budget for HR department and allocate the working budget to respective working wings
- Strategized and coordinated for bulk and critical position hiring of both staff and non-staff
- Conduct Exit interview , engagement survey and pulse survey and used people related data and analytics to ensure that the right information was presented to Management during monthly BSC review
- Coordinated with E&Y and organized Assessment Centers for hiring and Development center for staff for development and promotions
hr business partner
- Talent Engagement – Driving business level priorities using HR interventions such as one on one connects, skip level connects on understanding client needs for 1000 employees from Retail and CPG units.
- Talent Management- Responsible for career management, role enhancement, promotions, mentoring, coaching, rationalization and performance improvement plans.
- Grievance redressal – Single point of contact for employee grievance redressal.
- Talent Development – Identifying training needs for business accounts . Working closely with employees to close competency gaps and also cross skill employees in various technologies.
hr business partner (maternity cover)
- Manage performance management lifecycle (KRAs settings, Quarterly feedback, Annual reviews) follow up and closure;
- Leading yearly compensation review and bi-annually promotion processes;
- Address complex employee relations issues, such as harassment allegations, work complaints, or other employee concerns
- Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs
hr business partner
- Reports to President and CEO, HR Consultant
- Prepare payroll, time-keeping
- Supervises HR Staff
- Ensure maximum ESAT participation & action planning;
hr business partner
- Various OD processes and change management
- Monthly HR reporting
- Managing the QuEST Academy program, as in budgeting, advertising, defining the selection process, recruitment;
- Handling budget planning for activities pertaining to HR and Administration;
hr business partner / manager
- Conduct exit interviews and ensure that necessary employment termination paperwork is completed. Talent Acquisition, Planning and Operations Management:
- Facilitate training and development processes
- Projects: Roll out of 360 degree feedback tool, internal client satisfaction surveys as part of performance management, induction programme, part of work-stream for the development of the Middle Management Development programme
- Coordinating the exit and termination process, including doing exit interviews, and liaising with the HR service centre
hr business partner
- Single point of the contact of managers in the business unit;
- Manage the HR processes – talent management, total rewards, performance management, succession planning and recruitment;
- Support business strategy implementation;
- Internal Swedbank Academy trainer.
hr business partner
- Oversaw on-boarding new staff members to advice on professional development and career related issues. Responsible for scheduling interviews, orientation, payroll processing and leading the complete employment procedure.
- Accountable for hiring various professionals comprising techno functional and marketing. Conducted interviews and ensured the timely meeting of staffing goals within business units in close coordination with Hiring Manager, Business Leaders and HR Manager
- Recognized training needs required for a particular position, analyzed the existing level of competencies of individual’s vis-a-vis gaps in skills and imparted training on various topics. Planned & conducted multiple training programs for the organizational workforce to improve business processes with a consequent impact on organizational product sales.
- Undertook the overall joining formalities; passing requisition forms to IT & Admin unit for system plans in accordance with reporting leads necessities, visiting cards &seating arrangements. Developed offer letters, negotiated final CTC and marked mails to candidates on joining confirmation.
- Reviewed required documents of the candidates, discussed salary annexure details, Pay slip distribution & described CTC breakup norms after selection and conducted referral check of the short-listed profiles. Analyzed performance appraisal system (1 – 5 scale) for regularity in attendance.
hr business partner
- To formulate and drive people agenda in business unit across locations (India; Gurgaon & Kolkata, Hungary, Malaysia)
- Partnering with business leads and HR leaders in Organization Design, Implementation and Change
- Driving Culture & Change Management and supporting transformation across the organization
- Coaching leaders to strengthen people agenda and enable them to take effective decisions
- Support the wider Global HR team in an effort to improve capability, performance, talent and leadership across the business unit
- Advise business leads concerning people, managerial, and HR policies and practices and their potential effects on organizational effectiveness and efficiency
- Partner with CoEs to meet the specific needs of business unit
hr business partner
- Strategic business HR partnership to business area managers on all people related matters, organizational development and organizational design including change management;
- Workforce capacity and succession planning;
- People development and engagement activities;
- Driving Performance development and feedback giving process in Latvia;
- Employee wellness activities;
- Different HR related development projects;
- Internal Swedbank Academy trainer.
hr business partner
- Conducting the recruitment process: client relationship management, research – job description creation, in-house and online promotion, sourcing (headhunting) screening, interviews, offer release;
- Defining policies and work procedures: Collective Labor Agreement, Internal Regulation, Recruitment etc.;
- Handling employee administration: creation, suspension, termination of Individual Labor Contracts, employee letters, exit documents, REVISAL management;
- HR focal point for integration actions;
- Manage relationship with HR related outsourcing providers;
- On-boarding new hires while ensuring a smooth transition into the company practices and culture.
- Maintaining and developing University relations, attending job fairs and local relevant events;
hr business partner
- Worked as an HR Business Partner for recruiting professional salespeople for carrying out sales of Online Coaching for students of Class1-12.
- Conducting Training, Guiding and Directing Sessions for maximising the efficiency of fresh recruits.
- Accoladed with Letter of Recommendation.
- Employee selection and recruitment
hr business partner
- Ensures communication and cascading changes and directions being introduced in certain units and/or the whole organization
- Partners in checking overall climate in the business unit through climate and engagement surveys.
- Liaised with unions on change management projects.
- Collaborating across teams, on central level HR projects (streamlining Confirmation process, Business migration to Hyderabad, Employee Rationalisation project)
hr business partner
- Handle end to end recruitment life cycle
- Carry out induction for the new employees
- Conduct skip level meetings
- Conduct employee engagement activities
- Create all necessary reports and dashboards required for each program/process area
- Handle HR audits (ISO & GDPR)
- Handle POSH related cases
hr business partner/office manager
- Prepared new hire paperwork and maintained employee’s personnel files
- Ensures participation on the business units in training programs.
- Partners in ensuring effective implementation on onboarding program for new hires
- Partners in designing and implementing employee programs that will promote FSI’s culture and core values
hr business partner
- Analyze and communicate compensation and benefits policies to the concerned employees and ensure compliance with legal requirements.
- Identify staff vacancies and recruit, interview and select applicants.
- Maintain and update human resources documents, such as organizational charts, employee handbooks or performance evaluation and confirmation forms.
- Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
hr business partner
- HR Business Partner to Corporate Banking, International banking, Structured and Project Finance, Marketing, Trade and Commodity Finance, Standard Risk & Treasury Division
- Manage relationships with Line Management of the various departments
- Providing generalist HR services to divisions
- Facilitate the Performance management process
- Transformation: Manage the transformation process for the various divisions. Set up a Transformation Committee, research and training of the Transformation Committee, setting of targets with business units monitoring of performance against targets, reporting · Facilitate the disciplinary processes
- Roll-out of Team Building initiatives
- Coaching of staff
hr business partner
- HR leader for the CIO and CMO of a $5.5B business and their IT and Marketing organizations
- Ensures the effectiveness of the performance management system in the continous improvement of performance levels of individuals, teams and organization as a whole.
- Communicates or conducts orientation sessions on compensation and benefits programs for new and regular employees. OD and Training
- Partners with the OD and Training to ensure learning and development compliance in the business unit.
hr business partner
- Business Development and catering to different sectors in IT.
- To provide professional recruitment support to line managers and other HR generalists as an integral member of the Services team within the HR Service Centre.
- Enable customers to attract and recruit appropriately skilled, high caliber people at an appropriate cost, mainly up to middle management level.
- Experienced in various aspects of human Resourcing such as employee relations.
- Experience in Hiring, Training, Induction. Strengths and expertise particularly in BPO and RPO operations.
hr business partner
- Partnering with business stakeholder to draw up the HR agenda for the year
- Interpreting and explaining human resources policies, procedures, laws, standards, or regulations. Partnering with employee compliance specialists to drive the discipline and culture (employee investigations and disciplinary actions, terminations)
- Addressing employee relations issues, such as harassment allegations, work complaints, or other employee concerns. Analyze employment-related data and prepare required reports.
- Advising management on organizing, preparing, or implementing recruiting or retention programs.
- Collaborating with the Centers of Excellence to deliver solutions to business specific HR issues (shift timings for service team, exceptional loans for service staff, issuance of tablets to field staff, functional training modules for new joinees, rationalisation of business teams)
- Driving and ensuring a fair Performance Management and talent identification Cycle
- Driving hiring end to end, for various Corporate Centre Businesses
hr business partner (secondment)
- Provided support and practicable advice to Wellington Customer Service Delivery Leaders on a range of HR and employment related matters.
- Provided advice to Leaders and investigated employment relations issues.
- Facilitated investigation and disciplinary meetings.
- Provided advice to Leaders in relation to serious and minor misconduct issues.
- Provided coaching and support for Performance Management issues.
- Provided support and advice on change management processes.
- Participated in change management consultation meetings.
hr business partner
- Resolved complex employee relations issues
- Analyze trends and metrics with the HR department
- Ensuring the queries raised by employees channeled to the right panel and action plans are triggered promptly
- Facilitated Internal Job Posting
hr business partner
- Developing recruiting strategies to meet current or anticipated staffing needs.
- Analyzing and modifying compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Managing Employee Relations.
- Monitoring and constantly improving employee engagement and promoting core values in all aspects of work.
- Finding short- and long term solutions for performance and talent management challenges, including succession planning and competency models.
- Consulting on Employee Health & Safety.
hr business partner
- Monitors and ensures completion of manpower requirements in the business unit.
- Closely coordinates with the business unit on staff planning. Employee and labor relations:
- Monitors and handles disciplinary action cases as well as labor cases
- Ensures participation of the business unit in employee programs and activities
- Ensures compliance of the business unit with HR policies. Compensation and benefits
- Attends to business unit’s concerns regarding compensation and benefits, salary administration, and personnel movements through regular coordination between Compensation and benefits team and the business unit.
- Ensures accuracy of details in the documentation of personnel movements
senior hr business partner
- Managed Employee Life Cycle from recruiting to exit and ensuring an enhanced employee experience
- Participated in mediation and dispute resolution
- Conducted individual assessments, including interpreting measures and providing feedback for selection, placement, and promotion
- Monitored and reported on workforce and succession planning
- Suggested various new HR strategies
- Advised on grievance and attrition matters
- Conducted training evaluation and Identified training needs for teams and individuals