
Andrew Smith
Phone:
(000) 000-0000
Email:
[email protected]
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
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
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
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
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
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
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