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Andrew Smith

Professional Summary

 
HR Professional with 7 years of Experience. Creativity, Perseverance, influential networking and digitization technology form the crux of my HR Business Model and workstyle 
 
I have a very Realistic approach towards the work I take up and I constantly strive for improvements and analysis, Design and deliver targeted solutions, including strategic planning, visioning, change management and team building, Reinventing, motivating people through programs & Strategies are my prerogative which is IRREPLACEABLE. 

Employment history

Human Resources Business Partner, Crooks, Adams and Upton. Trompburgh, Indiana
Dec. 2019 – Present
 
– Implementing, recommending & promoting Policies, practices & programs and providing guidance on 
  the interpretation of policies as they relate to team members and company objectives. 
– Providing Technical approach towards grievances and conflict cases resolution by conducting in house 
  investigations in order to recommend appropriate actions. 
– Global alignment with various stakeholders on campaigns, program initiatives, Learning and development. 
– Conducting Learning sessions and campaigns to all Team members and leaders to ensure knowledge and 
  compliance of the implementing guidelines of the company policies and to address labor related issues in 
  both corrective and preventive measures. 
– Conducts campaigns and training sessions on a wide range of human resources related topics including 
   respectful workplace, ethics training and HR for Non HR. 
– Managing Performance improvement plans, PCCP, Due process of all Team members 
–  Drives, design and implement the intervention that address employee satisfaction survey concerns 
   thereby increasing the level of engagement 
–  Managing attrition report, analytics and data. 
–  Promoting and aligning workday with the Team Members 

Human Resource Manager, Halvorson-Kunze. Cristitown, Utah
Dec. 2018 – Jan. 2019
 
– Partnering with business to drive the HR agenda. 
–  Handling Complete Employee Lifecycle of 3000 Employees for North and East Zone. 
–  Periodic planned connect with business to discuss people issues. 
–  Be the leader and educate business on all important people related practice. 
                                              –  Ensure HR transaction are initiated and executed aligned to establish practices 
                                              –  Be on top of business performance delivered for the region. 
                                              –  Have regular connect with performer and underperformer and understand the reason for their   
                                                 performance. 
–    SPOC for all HR related issues in the region. 
–    Ensure that every employee has a KRA for the year with clear metrics. 
–    Handling every grievance sensitively with no escalation. 
–    Availability of approved manpower plan for all business with necessary approvals in place. 
–    Carrying out Induction and Onboarding. 
                                              –   Lead and initiate change process to bring efficiency in the resourcing process. 
–    Educate line managers to ensure that there is a 100% adherence to all laid down process . 
–     Make recommendation on hiring opportunities and operational effectiveness. 
–     Create platforms to interact with employee on a regular basis. Making summary report of these 
     interaction and share with respective stakeholders to drive outcomes. 
–     Constant communication with all employees of IVL Finance and educate / appraise / inform on key 
                                                   aspect of HR function. 

Sr Human Resource Executive, Larson-Rau. South Rodneyton, Virginia
Feb. 2018 – Mar. 2018
 
–          Working closely with the senior stakeholders to create and drive strong culture and values within the organization. 
–          Implementing and standardising the employee life cycle processes (Recruitment, compensation and benefits, L&D, PMS,TM etc.) and policies across all 
functions. Identifying Talent, Motivating and Enriching the Man Power & selection Process, 
 
Responsible for onboarding and partnering with the recruitment team in hiring associates based on business forecasts. 
–          Developing & Implementing Organizational structure, Design and deliver 
targeted  solutions, including planning and Organization Policy Making. 
–          Bridging management and employee relations by addressing demands, grievances or other issues. 
–           Partner with BODs and all members of the People team on communications, projects and best practices. 
 
Analyzing Exit interview, observe trends and highlight important aspects, prepare and publish dashboard 

Human Resource Executive, Sawayn-Olson. East Antonioberg, Colorado
Sep. 2015 – Jul. 2016
 
–  Managed multi technologies positions and non IT Positions. 
– Conduct Exit interviews and Stay interviews, preparing exit tracker to analyze    attrition data and develop strategies to manage and reduce the attrition. 
·   Reinvented Performance Management system for better productivity by focusing on treating the manpower as an ASSET and not a RESOURCE- 
Talent Management· 
 
–   Developed action plans and Structured Interviews/Recruiting strategies like marketing channel development to identify candidate through 
 
various means like –Linked in PR/ Linked in Recruiter, References, people analytics, Various Job Boards and network. 
                                      – Processed Offer letters, leave of absence requests, promotions, transfers. 

HR Executive, Roob, Adams and Balistreri. Chuckfurt, Texas
Aug. 2015 – Oct. 2015
 
– Handling the entire Recruitment cycle. 
– Evaluated Performance appraisal process for better productivity 
– Creating People analytics data & designed salary band structure. 
– Campus placements

Tour Coordinator, Bechtelar-Hamill. Jadehaven, Florida
Oct. 2013 – Jul. 2014
  • Plan tour itineraries, applying knowledge of travel routes and destination sites.
  • Resolve any problems with itineraries, service, or accommodations.
  • Arrange for tour or expedition details such as accommodations, transportation, equipment, and the availability of medical personnel.
  • Evaluate services received on the tour, and report findings to tour organizers.

Education

Eastern Nader College, Dinorahport, Alaska
MBA, Human Resource, Jan. 2016

Southern Boyle University, Tammieside, South Carolina
tourism, 2013

The Maine College, Lake Rosendaborough, New Hampshire
Bachelor of Arts, Travel and Tourism, Sep. 2012

The Maine Institute, New Ludieberg, Nebraska
12th CBSE board, 2009

Personal info


Phone:

(000) 000-0000

Email:

andrew_smith@example.com

Address:

287 Custer Street, Hopewell, PA 00000

Skills

PMS/Client Coordination








Retention and Orientations








Effective Interpersonal Skills








Employee Relations/Business Partnering








Talent management/Employee Engagement








Competency Mapping








Compensation & benefits








End to End Recruitments








senior human resources business partner

  • Manage a team of 2 business partners to support the global Marketing, SMB Sales, Operations, Creative, and Legal Organizations in 15+ offices around the world
  • Partner with the executive leaders to drive organizational strategy in regards to workforce management and talent development
  • Implement organizational design strategies to help streamline and scale the business 
  • Drive talent calibration efforts and partnered with management teams to create action plans around top talent 
  • Partner cross functionally with the People & Places leadership team to provide feedback from the business on processes improvements and cadence of the calendar 
  • Create a talent strategy based on gaps within overall succession plan for key roles within the business 
  • Promoted from HR Business Partner to Senior HR Business Partner after first year 

human resources business partner

  • Schedule and conduct new hire orientations 
  • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. conduct new employee orientations.
  • Provided HR consultancy, advice and coaching to employees and management, including conflict resolution and change management. 
  • Executed company-wide programs and initiatives (i.e., salary review, performance management, and workforce planning) 

human resources business partner

  • Working as Sr.Executive at Organic Division; independently for more than 1200 employees
  • Responsible for implementation of Performance Management System by coordinating between departmental heads, employees and central HR team
  • Talent Acquisition: Handling entire employee cycle starting from recruitment to exits in coordination with central HR team
  • Successfully implemented Scrum Labour Management System
  • Successfully prepared process manual for General Administration and Security as a member of Business Excellence team
  •  Handling overall General Administration for division

human resources business partner

  • Manage, train and coach two direct HR reports 
  • Coach, educate and partner with the business leaders and managers to support and advise on HR practice including employee relations, people and performance management, HR policies and procedures and disciplinary matters
  • Manage UNSW Global’s recruitment process including job design, workforce planning, recruitment and selection and remuneration 
  • Workforce planning including the creation of a suite of workforce planning templates and the introduction to Workforce Planning into UNSW Global. Providing advice and support to management in their current and future workforce profiles, skills gaps and training.
  • Job Evaluation and position grading using Hay methodology in conjunction with HR and Remuneration policies. Providing advice to managers to ensure effective and equitable remuneration practices and compliance, mitigating risks for UNSW Global and its employees 
  • Manage the USNW Global annual remuneration review cycle, providing advice and analysis to Senior Management and Executives
  • Implementation of HRIS functionality relating to recruitment and selection and contribution to the creation, implementation and training of the HRIS to UNSW Global Management and employees.

senior human resources business partner

  • The performance improvement driver who provokes positive changes in the people management
  • Designs and maintain organization vitality charts as the performance of the business unit improves
  • Designs succession plans for key talents and key job positions
  • Challenges the organizational structure of the internal client and proposes changes

senior human resources business partner

  • Performance Management
  • Built the team and team culture successfully using fun and friendly activities and events thus changed employees negativity and established a fast, fun and friendly work setting.
  • Implemented global mobilization programs and attracted expats from around the world to Canadian operations while working closely with Canadian Boarder Services and international tkIS offices.
  • Find resolutions for employee salary, benefits, work place issues, conflicts and grievance. 

human resources business partner

  • Act as a single point of contact for the team members and managers in the business unit. 
  • Proactively supports the delivery of HR Processes at the client’s side
  • Manage complex and difficult HR Projects cross-functionally
  • Build a strong business relationship with the internal client
  • Actively identifies gaps, proposes and implement changes necessary to cover risks
  • Manage and oversee the recruitment of the three business units I support
  • Facilitates the management teams to bring best solutions for team members

human resources business partner

  • Leads, communicates and drove business in the area of talent and development, employee engagement and diversity. 
  • Increased Employee Satisfaction by 15% through engagement plan and reduced turnover by 25% in 6 months.
  • Recruitment
  • Disciplinary & Grievance

senior human resources business partner

  • Serve as a link between management and employees by handling questions, interpreting and administering federal regulations, state, and company policies and helping resolve work-related problems.
  • Plan, direct, oversee, and coordinate work activities of subordinates and staff relating to employment, FMLA, ADA, and employee relations.
  • Investigate and report on employee complaints for leadership.
  • Provide expert testimony in employment lawsuits.
  • Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.

human resources business partner

  • Oversaw entire Canadian HR operations making sure projects in each province and territories are in compliance with respected legislation.
  • liaised federal/local governments, authorities, stake holders and employees, building effective relationships and promoting strategic labour relations consultations and training.
  • Interpreted and administered employment agreements for internal employees. external employees as well as independent contractors.
  • Handled employee life cycle from hiring to termination. 
  • Managed performance evaluation, disciplinary actions, succession planning and open door policy.
  • Administered year end bonus, cost of living and employee referral programs.
  • In partner with Insurance providers and brokers maximized employee medical benefits and return for investments,

human resources business partner

  • Develop and Initiate Human Resources Programs that enact HR policies that support business objectives.
  • Consult with Executives and Managers.
  • Coordinate HR Efforts between Departments. 
  • Prepare Contracts 
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Address Employee Concerns. 
  • Advise HR Personnel.