human resources business partner Resume Examples

You may have experience in performance management, employee relations, and organization effectiveness, but without a compelling human resources business partner resume, you may have a hard time finding a job. Writing such a document can feel overwhelming, no matter what stage you are in your career. The resume needs to show if you already have your degree, whether you’ve completed your PHR or SHRM-CP certification, and your work experience. It also needs to reflect your proven ability to become a trusted advisor to a wide variety of employees and leaders in an organization, your talent for solving problems and resolving conflicts, and skill in keeping current employees well-trained and excited about their jobs. We have a resume example to guide you in writing an eye-catching document that highlights all your qualifications for a new position. Our tips, templates, and expert writing advice will help you get one step closer to your next job interview.
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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: [email protected]
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
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Related Resumes & Cover Letters

More Job Descriptions for human resources business partner Resumes

1

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.
2

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,
3

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.
4

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
5

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
1 2 3

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