Human Resources Business Partner Resume Examples

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.

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,

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

  • 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

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

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. 

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

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.

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

  • 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)