hr director resume summary examples

• • Crafted a comprehensive people strategy, resulting in a 25% improvement in employee engagement scores over a two-year period.
• • Enabled a scalable HR infrastructure supporting a 30% growth in workforce through strategic workforce planning and organizational design.
• • Led talent acquisition strategies that decreased time-to-hire by 15% while improving the quality of hires.
• • Coordinated with Centers of Excellence to streamline HR operations, achieving a 20% reduction in operational costs.
• • Implemented targeted leadership development programs, growing the internal promotion rate by 18%.
• • Successfully negotiated collective bargaining agreements, improving labor relations and operational efficiency.
• • Developed and executed strategic HR initiatives that aligned with corporate goals, leading to a 10% increase in productivity.
• • Spearheaded a diversity and inclusion campaign, increasing minority representation in leadership positions by 12%.
• • Directed a successful restructuring initiative that optimized team performance, resulting in sustained excellence.
• • Managed compensation and benefits programs ensuring market competitiveness and internal equity.
• • Drove performance management processes that enhanced employee accountability and performance.
• • Led a cross-functional HRIS system implementation, improving data accuracy and reporting capabilities.
• • Coordinated with the legal team to mitigate risks, reducing compliance infractions by 20%.
• • Oversaw the development and implementation of a company-wide retention strategy, reducing turnover by 8%.
• • Implemented leadership training modules that increased managerial effectiveness across the company.

5 HR Director Resume Examples & Guide for 2024

Your HR director resume must clearly showcase your leadership experience. Highlight your ability to steer HR initiatives that improve organizational performance. Demonstrate your proficiency in talent management and employee relations. Your resume should reflect your expertise in fostering a positive workplace culture.

All resume examples in this guide

Traditional

Resume Guide

Hr director resume sample, resume format.

Resume experience

Skills on your resume

Certifications and education

Resume summary

Additional sections

In conclusion

Being an HR director requires more than simply having the best people skills in the room. It's a role that demands a strategic mindset, the ability to handle high-stress situations, and the flexibility to navigate unprecedented challenges. Whether it's implementing comprehensive policies that ensure the safety and well-being of employees or managing complex workplace conflicts, an HR director's responsibilities are vast and varied.

The 2020 pandemic, for instance, brought about a surge in remote work arrangements and necessitated the creation of new health and safety protocols. According to Deloitte's 2024 Global Human Capital Trends report,  84% of organizations are planning to increase their focus on employee well-being and human sustainability initiatives to foster a more resilient and adaptable workforce.

This guide will walk you through crafting an impressive HR director resume, showing how to effectively highlight your strategic initiatives, crisis management skills, and adaptability in an ever-evolving workplace landscape.

Key takeaways

• Structure your resume with a clear, straightforward layout, ensuring that key information is prioritized at the top.
• Specific achievements and metrics in your experience section underline your measurable impact on organizational success.
• Make your resume align with the job description by incorporating keywords and emphasizing pertinent experience.
• Relevant technical skills and certifications demonstrate your proficiency with industry-standard HR tools and software.
• Highlight significant projects and professional affiliations to showcase your capabilities and active engagement within the HR industry.

To kick things off, let's look at a practical resume example to understand the basics.

The busiest HR directors can adapt the resume example below to their needs. Or, if you have just a few minutes, you can build your own, with our Enhancv resume builder .

Alex Johnson Human Resources Director [email protected] | LinkedIn: alex-johnson-hr | New York, NY

Summary Dynamic and strategic Human Resources Director with over 10 years of experience in leading HR departments, planning personnel requirements, recruiting, and optimizing employee benefit programs. Proven track record in fostering positive workplace culture and driving organizational growth through innovative HR practices.

Human Resources Director Google, New York, NY June 2015 – Present

• Lead and manage the HR department, overseeing recruitment, onboarding, and employee relations.
• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Monitor and report on workforce and succession planning, ensuring alignment with organizational goals.
• Manage compensation and benefits programs, ensuring competitiveness and compliance with legal requirements.
• Foster a positive and inclusive workplace culture, driving employee engagement and satisfaction.

HR Manager Microsoft, New York, NY March 2010 – May 2015

• Coordinated recruitment efforts, including job postings, screening, interviewing, and selection.
• Administered employee benefits programs and conducted new hire orientations.
• Managed employee relations, including conflict resolution, performance management, and disciplinary actions.
• Conducted training sessions on HR policies, employee development, and compliance with labor laws.
• Assisted in the development and implementation of HR policies and procedures.

Master of Business Administration (MBA) in Human Resources New York University, New York, NY Graduated: 2009

Bachelor of Arts in Psychology Columbia University, New York, NY Graduated: 2007

Certifications

• Senior Professional in Human Resources (SPHR)
• SHRM Senior Certified Professional (SHRM-SCP)
• HR Strategy Development
• Talent Acquisition and Retention
• Compensation and Benefits Management
• Employee Relations and Conflict Resolution
• Performance Management
• Training and Development
• HR Policy and Compliance
• Leadership and Team Building
• English (Native)
• Spanish (Fluent)

Next, let's explore how to effectively structure your resume format for maximum impact.

How to format an HR director resume

At a high-level position such as an HR director, your resume layout  is expected to be impeccable. We’ve gathered tips on the key components, from format to file naming.

The best resume format  for an experienced professional is the reverse-chronological . It tells the continuous story of your work achievements starting with the most recent, which is probably the one you’re most proud of.

Resume designs

• Conciseness is preferred , so try to fit into a neat one-page format . However, as an HR director, you might have over 10 years of experience. In that case, it’s acceptable to use a 2-page resume .
• The recommended margin size is 1”  on each side. Don’t go lower than 0.5” as you’ll compromise readability.
• A two-column layout  is perfectly readable by ATS and saves space while presenting key information clearly.
• Elegant colors  and classic fonts  will make your resume memorable but still keep the focus on your expertise. You know how busy recruiters are. Save them time by using a consistent color palette to draw their attention to important information.

Contact information

Your resume header  should clearly state your contact info: name, job title, email, and phone number. Make sure the job title aligns with the position you’re applying for.

HR professionals often have a very-well established LinkedIn presence . Use this to your advantage by including your profile in your header. Check with the specific job ad you’re interested in, but generally skip photos  to appear more professional.

Your resume should present your experience and achievements in a straightforward and organized manner. Surely, you’re knowledgeable about ATS (Applicant Tracking Systems), so just a quick tip. We've done some research and established that fonts, colors, column structure, and the length of your resume don’t  influence ATS performance. Concentrate on aligning your resume with the wording of the job description and paying attention to formatting aspects like date formats and bullet points, as these can impact your application.

File formatting

Avoid causing confusion with your file name. Keep it simple and to the point, using this popular naming convention : FirstName_LastName_JobTitle.

As for format, we recommend using PDF  so you keep all the elements of your resume in place. But check the job description as some places will require a different format.

Top sections on a resume

Your HR director resume should include these key sections:

• Work experience
• Education and qualifications
• Professional profile
• Additional sections such as achievements or projects

We’ll discuss them in detail below.

Don’t miss a thing with our Enhancv resume builder ! You can craft a top-notch resume within minutes!

Is your resume good enough?

Drop your resume here or choose a file . PDF & DOCX only. Max 2MB file size.

Now that you have your resume format perfected, let's delve into the crucial details of showcasing your experience effectively.

How to write your HR director resume experience

The responsible role of an HR director comes with its complexities. You’ll be expected to:

• Collaborate with other department managers to deliver employee training programs, employee feedback, ensure compliance, and facilitate performance management.
• Ensure employees adhere to company policies and procedures.
• Oversee staff operations, business planning and budget development of HR programs.
• Plan, supervise and contribute insights and recommendations in the development of the organization’s strategies.

Rather than navigating day-to-day tasks, you’ll be focused on the macro level, which means complicated decisions. Your experience section  should reflect how you approach the dynamic landscape of workforce management, where each day brings new challenges and opportunities. Make sure you show your ability to mediate, strategize, and lead with empathy.

Create a targeted experience section

Your best strategy for getting your dream job is tailoring your resume  to the job description. That way, you’ll quickly show recruiters you’re a match. Use techniques like adding keywords from the job description  in your experience section.

Let’s look at a real HR director job description.

Director, Human Resources

Position and company overview

As the Director of Human Resources, you will be responsible for developing, implementing, and maintaining effective people team business processes, compliance frameworks, company policies, internal communication, employee engagement, employee relations, talent acquisition,  and relevant procedures. Additionally, this individual will be a trusted advisor amongst the Human Resources Team by offering mentorship on real world application. You will be supporting the Americas and will continuously improve the attention behind our programs, processes and policies and ensure that all are specific to the FENDI culture.

Responsibilities  

• Lead and be the referent point of all employee relations and performance management (Compliance, Policies, Conversations, documentations for all markets, US, Canada, Mexico and Brazil)

• Act as a strategic partner to managers, guiding and supporting people decisions

• Implement learning and development activities to increase the skills of the company population

• Evaluate the professional performance of all employees, intervening with ongoing orientation and feedback activities

• Identify staffing needs and take action in the recruitment process, through ad hoc talent attraction channels and strategies with respect to the professional figure required

• Define the selection process, involving managers and managers, guiding them in choosing the best candidate

• Oversees employee engagement programs (Years of Services, Gifts, etc.) and enhances the programs.

• Facilitate recruitment process by identifying candidates, performing reference checks, and issuing employment contracts.

• Perform corporate temp and intern orientations.

• Keep up-to-date with the latest HR trends and best practice

• Organize onboarding activities for new hires, structuring the assessment and development process for each of them

• Act as a liaison between management and employees by interpreting requests, proposing solutions and activating initiatives to implement services

• Experience with generating and implementing innovative solutions with an understanding of how to get from ideation to execution.

• Strong leadership skills to guide an HR team and support and motivate staff.

Qualifications

• 10+ years of experience in compliance management or a related role.

• A degree and/or certification or equivalent experience in human resources or related fields preferred.

• Experience in retail, luxury retail or service-oriented organization preferred.

• Shown understanding of labor & employment laws, compensation & benefits, policies & procedure

• Proven knowledge of industry-specific regulations and compliance best practices.

• Strong leadership skills to guide an HR team and support and empower staff.

• Exceptional interpersonal skills, including the ability to listen and effectively verbalize ideas and collaborate.

• Analytical and problem-solving abilities with strong attention to detail.

• Strong project management skills with the ability to prioritize in a fast-paced environment.

• High Proficiency with Microsoft Office: Excel, Word and PowerPoint

• Effective in implementing change within the role; seeks to learn and implement best practices.

• Experience with generating and implementing innovative solutions with an understanding of how to get from conceptualization to execution.

• The ability to remain calm in stressful situations including during disciplinary hearings or staff conflicts.

• Confirmed ethics and morals and sound judgement.

• Familiarity with various immigrant and non-immigrant visas preferred.

And here’s an experience section targeting that job ad :

• • Led HR operations across multiple markets (US, Canada, Mexico, Brazil), enhancing compliance frameworks and employee relations which reduced labor disputes by 30%.
• • Implemented cutting-edge talent acquisition strategies that increased employee retention by 25% and streamlined recruitment processes, saving the company over $200K annually.
• • Oversaw the development and rollout of employee engagement programs, resulting in a 40% increase in staff satisfaction and loyalty metrics.

Here’s what makes this entry successful:

• Relevance to the job description:  The experience directly addresses the critical responsibilities and qualifications listed in the job ad, such as leading HR operations across the Americas and implementing strategic talent acquisition strategies.
• Quantifiable achievements:  Includes specific metrics and outcomes (e.g., reducing labor disputes by 30%, saving $200K annually), which help to substantiate the candidate's effectiveness and impact in previous roles.
• Leadership and scope:  Highlights the candidate's ability to manage complex HR functions in a multinational context, demonstrating strong leadership and the ability to operate at the strategic level required for the Director role.

Now that you've outlined your experience, it's crucial to quantify your achievements for clarity.

How to quantify your experience on a resume

We’ve already touched on the importance of quantifiable experience , and we’re sure you’re aware of how important it is for recruiters to see tangible results of your actions.

Always remember: metrics without context are no good. Prospective employers focus on the significance of your accomplishments, rather than just the numbers.

How to effectively quantify your experiences like an expert

• Include specific employee turnover rates from your previous roles, showcasing your ability to maintain a consistent and engaged workforce.
• Highlight the implementation of new HR technologies or systems, along with any measurable increase in efficiency or cost savings.
• Specify the percentage increase or decrease in time to hire since you started a previous role, emphasizing your efficiency in recruitment.
• Detail any diversity and inclusion initiatives that you led, including any measurable improvement in workplace diversity.
• Mention any specific cost-saving labor agreement negotiations, accentuating your negotiation skills and financial acumen.

Quantifying your experience is essential, so—let's now discuss showcasing your hard and soft skills.

How to list your hard and soft skills on your resume

As much as people skills are essential for an HR professional, as an HR director, it’ll be expected of you to have more in-depth industry knowledge, like HR software tools or employment law, too.

You can show that in a separate skills section  that focuses on hard skills , such as:

Best hard skills for your HR director resume

• Talent Management
• Succession Planning
• Human Resources Information Software (HRIS)
• Data Analysis
• Employee Engagement
• Workforce Management
• Recruitment and Staffing
• Microsoft Office Suite
• Employment Law
• Compensation & Benefits
• Payroll  
• HR Policies & Procedures
• Labor Relations
• Change Management
• Oracle HRMS
• Leadership Development

Keep in mind these can be easily measured, so don’t lie to your future employers .

Your soft skills are  best dispersed in your resume summary or your experience section. All HR roles are expected to have a strong arsenal of people skills, so consider weaving specific examples to show what you’re made of.

For example, during the pandemic, an HR director might have shown empathy and excellent communication by proactively contacting employees to address their concerns, offering flexible work options and mental health resources. This leader also displayed adaptability and effective crisis management by quickly transitioning to remote work technologies, while keeping the team united and informed through regular virtual meetings and clear updates on company policies.

Best soft skills for your HR director resume

• Communication  
• Empathy  
• Decision-Making
• Conflict Resolution
• Flexibility  
• Innovation  
• Ethical Conduct
• Teamwork  
• Influencing
• Negotiation  
• Persuasion  
• Multitasking
• Problem-Solving
• Stress management
• Time management
• Collaboration  
• Strategic Thinking

After highlighting your skills, it's time to list your educational background and certifications.

How to list your certifications and education on your resume

A degree in psychology, human resources management or business administration can elevate your resume. Higher education  is key for HR directors, blending deep insights into management with essential leadership skills for smart decision-making. It not only boosts credibility through degrees and certifications but also expands professional networks. Plus, it prepares HR leaders to effectively manage a diverse, evolving workforce with a strong focus on ethical and cultural understanding.

Here’s how to structure this section:

• Clearly state your degree and major  (e.g., a Master’s in Business Administration ).
• List your educational institution to highlight the credibility of your education.
• Specify the year you graduated to provide context and the recentness of your education. Skip the month.
• Mention courses related to recruitment  and human resources, such as Talent Acquisition, Organizational Behavior, or HR Management.
• If you’ve been on the Dean's List , graduated Cum Laude , or received a scholarship , point it out in your application.

Let’s target the job description listed above with an education entry:

• • Specialization in Strategic Management and Organizational Behavior to enhance leadership capabilities in HR settings.
• • Completed courses on Labor Laws and Compliance, equipping with the knowledge essential for managing HR legalities in various markets.
• • Developed a thesis on 'Innovative HR Solutions in Luxury Retail', aligning academic focus with industry-specific needs.

This education entry works because it:

• Aligns with the industry and role:  The education details, including the degree, specialization, and specific courses, are directly aligned with the requirements of the HR Director role, especially in a luxury retail environment. This shows a tailored educational background that prepares the candidate for the specific challenges of the role.
• Demonstrates relevant skills:  The bullets under the degree highlight key areas such as strategic management, compliance, and industry-specific knowledge, which are all essential for the job. This not only demonstrates competence but also the proactive acquisition of relevant skills through education.
• Gives specific details:  The entry includes specific details such as the institution, degree, specialization, and relevant coursework. This specificity adds credibility and shows a clear connection between the candidate’s educational background and the job’s requirements.

Including a certifications section on your resume  serves as tangible evidence that you are actively committed to professional development, not just performing basic duties. Consider adding any of the certificates mentioned below, but make sure to tailor your choices to the requirements of the specific job advertisement you're targeting.

Best certifications for your HR director resume

• Professional in Human Resources (PHR)
• SHRM Certified Professional (SHRM-CP)
• Certified Employee Benefit Specialist (CEBS)

With your education and certifications covered, let's move on to crafting a compelling resume summary.

How to write your HR director resume summary

When crafting a resume for an HR Director role, the goal is to quickly capture the attention of your peers who understand the intricacies of HR management. A compelling resume summary should be concise yet informative, showcasing your expertise and alignment with the role's requirements. Here’s how to tailor yours:

• Summarize your core HR qualifications and leadership traits that directly apply to the HR Director role in 3–5 sentences.
• Employ HR-specific jargon to demonstrate your deep expertise in the field.
• Highlight measurable successes like improved retention rates and HR tech integrations.
• Reference relevant advanced degrees and HR certifications to emphasize your professional credibility.
• Showcase how your leadership will advance the company's HR goals and overall effectiveness.

Here’s a sample HR director summary tailored to the job posting above:

This summary effectively hits the mark because it strategically aligns with the specific needs and challenges described in the job advertisement. It shows the candidate's deep experience in compliance management and HR leadership, particularly in the relevant retail and luxury sectors, across key regions such as the US, Canada, Mexico, and Brazil.

Finally, let's explore additional sections that can enhance your resume's overall appeal.

Additional sections for an HR director resume

Consider enhancing your resume with optional sections. These can show depth of character and your unique traits. Your experience is impressive enough at this point in your career, but additional sections can make your resume skyrocket. Here are our suggestions:

• Recognition and awards : Highlight any accolades or awards  you have received for your exceptional performance in human resources management.
• Professional memberships : Include memberships in professional organizations  such as SHRM (Society for Human Resource Management) or NACE (National Association of Colleges and Employers) that demonstrate your commitment to the HR field.
• Volunteer work : Mention relevant volunteer work that underscores your dedication to helping others and your community involvement.
• Language proficiency : List any additional languages  you speak, showcasing your ability to manage a diverse workforce and communicate effectively in various cultural settings.
• Leadership in HR initiatives : Detail specific HR projects or initiatives you have led or participated in that resulted in significant improvements or achievements for your organization.
• Personal interests and passions : Share personal activities and passions  outside of work that reflect your well-rounded personality and transferable skills, such as teamwork, leadership, or creativity, enhancing your profile as a dynamic HR professional.

Incorporate our expert advice on demonstrating your experience, skills, education, and certifications, and you'll develop a compelling HR director resume that stands out in the competitive job market. Keep in mind that a well-written resume summary can leave a lasting impression, paving the way for your next career opportunity.

HR Director resume examples

Explore additional hr director resume samples and guides and see what works for your level of experience or role.

Looking to build your own HR Director resume?

• Resume Examples

How To Answer The “What Type of Work Environment Do You Prefer?” Interview Question

Education on a resume: ultimate guide in 2024, how to professionally decline a job offer you already accepted, 10 career paths to take after graduation, cv vs cover letter: differences, similarities & which one to use, make your linkedin profile stand out and get noticed with these 18 expert tips.

• Create Resume
• Terms of Service
• Privacy Policy
• Cookie Preferences
• Resume Templates
• AI Resume Builder
• Resume Summary Generator
• Resume Formats
• Resume Checker
• Resume Skills
• How to Write a Resume
• Modern Resume Templates
• Simple Resume Templates
• Cover Letter Builder
• Cover Letter Examples
• Cover Letter Templates
• Cover Letter Formats
• How to Write a Cover Letter
• Resume Guides
• Cover Letter Guides
• Job Interview Guides
• Job Interview Questions
• Career Resources
• Meet our customers
• Career resources
• English (UK)
• French (FR)
• German (DE)
• Spanish (ES)
• Swedish (SE)

© 2024 . All rights reserved.

Made with love by people who care.

Human Resources Resume Summary Examples and Samples

Human Resources Resume Summary Example #1

A competent, organized and outgoing individual with a strong work ethic and exceptional communication skills. International and local working experience, a keen desire to learn new tasks and grow, looking to contribute to an international or a local brand in the area of Human Resources.

Related : Our guide on how to write a resume summary .

Human Resources Resume Summary Example #2

I am an outgoing, creative, goal-oriented, and resourceful person with a growing academic hunger. I take interest in human resources planning, conflict resolution, and societal dynamics to further my skills as an HR.

Human Resources Resume Summary Example #3

HR Professional with 9 years of experience in End-to-End recruitment, skilled in tech sourcing, resume screening, interviewing, negotiating and closing the best talent. Hired over 200 candidates for various technology and business positions in just a year.

Human Resources Resume Summary Example #4

Experienced payroll specialist in Texas for 3 years in a retail company with 500+ employees and HR generalist for a year. Treasury & Branch Accountant professional in Austin for 5 years in a food and beverage company.

Human Resources Resume Summary Example #5

Senior HR Manager with extensive experience and a proven success of 10 years in driving strategic HR operational initiatives with a key focus on Talent Acquisition, Employee Retention, Succession Planning, Organizational Development, Capability Development, Legal Compliance, Grievance Management, and Cost & Resource Optimization in Software Product Based Companies

Human Resources Resume Summary Example #6

Notable success in realizing top & bottom-line results, streamlining operations and heightening employee productivity by mastering HR situations for integrating human resource functions with overall Business Goals & Industry Standards by liaising with global counterpart for competency building & mobility

Human Resources Resume Summary Example #7

Directed the strategic framework for Talent Acquisition & Employee Relation Activities, Recruitment & Selection, Legal & Liaison Work, Statutory Compliances based operations; deep understanding of industry related issues, employee satisfaction and staff development.

Human Resources Resume Summary Example #8

An ambassador of change, innovating profitable solutions for various aspects of human resource management; proficient in transforming HR processes and enabling innovations to improve organizational performance & productivity; successfully implemented HRIS across various processes encompassing Recruitment and Employee Lifecycle Management.

Human Resources Resume Summary Example #9

Showcased strategic leadership skills by managing & administering a team of HR Professionals and conceptualizing recruitment techniques, cost-effective training & development, and compensation strategies; Lead organizational development that addressed issues such as succession planning, workforce development, key employee retention, organization design and change management.

Human Resources Resume Summary Example #10

Expertise in driving Key Talent Management and Retention strategies including talent review, talent identification, competency assessment, bridge the competency gap through creation of individual development plans to support the business and achieve ambitious growth plans; Proficient in conducting employee engagement activities.

Human Resources Resume Summary Example #12

A result oriented individual committed towards the growth of people & organization. Expert in developing, recommending and implementing human resources strategies and policies in support of business objectives. Proficient in talent management, employee relations, recruitment, manpower planning & placement and performance management.

Human Resources Resume Summary Example #13

Enthusiastic and dedicated professional with outstanding experience in guiding institutional-or organization-wide program initiatives. Expertise in matters relative to equity, diversity, inclusion and justice. Possess exceptional ability to lead cross-functional teams in order to identify new program capabilities, assess resources, and collaborate with personnel ensuring projects are delivered on time and within scope of budget.

Human Resources Resume Summary Example #14

Client-centric, energetic, hands-on Human Resources leader with excellent interpersonal and communication skills. Experienced in a variety of fast-changing industries from consumer products to biotechnology, with proven success in all aspects of the human resources discipline

Human Resources Resume Summary Example #15

As a motivated, goal-oriented, responsible and committed intern and employee , I would now like to optimally implement and expand my knowledge and skills at your company.

Human Resources Resume Summary Example #16

Human resource professional with experience in delivering high quality results. Extensive background in HR generalist affairs, including recruitment and retention, staff training and development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and compliance.

Human Resources Resume Summary Example #17

A creative and innovative thinker with effective Human Resources management, and goal setting abilities combined with communication, interpersonal skills. Self-motivated with the ability to excel in a fast-paced environment; communicate effectively at all levels; manage competing priorities, and adapt readily to new challenges. Enjoy working in a multicultural and vibrant team, and look forward to making a difference in a global HR team.

Copyright © 2024 Workstory Inc.

Select Your Language:

• Resume Templates Simple Professional Modern Creative View all
• Resume Examples Nurse Student Internship Teacher Accountant View all
• Resume Builder
• Cover Letter Templates Simple Professional Modern Creative View all
• Cover Letter Examples Nursing Administrative Assistant Internship Graduate Teacher View all
• Cover Letter Builder
• Resume Examples
• HR Director

HR Director resume examples & templates

Human resources professionals, and especially the all-important HR director, are an increasingly critical part of the corporate landscape today. And to get a job leading this crucial team, it’s more important than ever to have an outstanding HR director resume. 

This HR director resume example and writing guide will cover all the bases of preparing this job-search document. What we’ll cover here:

What does an HR director do?

How to write an hr director resume.

• The five elements of a winning resume
• Choosing the best resume format for an HR director

Resume.io is a leading global provider of resume samples and writing guides for workers in all occupations. Take some time to review some of our 300+ resume examples for more tips.

HR directors oversee Human Resources departments, which are responsible for managing a company’s most important asset – its human capital. HR departments and their directors play an increasingly proactive role at companies today, not just dealing with problems as they arise but preventing them from arising in the first place.

In this evolving occupation, HR directors have an important place among leading executives at a company. They are involved in long-term strategic planning, recruiting and retaining new talent, training the workforce and overseeing employee performance.

Stand out from the crowd! See other resume examples from the Human Resources field:

• Human Resource Generalist resume sample
• Chief Happiness Officer (CHO) resume sample
• Entry Level HR resume sample
• Recruiter resume sample
• Human Resources Assistant resume sample
• Human Resources Manager resume sample

An HR director resume should generally be one page only, consisting of just five elements:

• Summary/profile
• Employment history

The header at the top should contain the applicant’s name, occupation, address, phone and email. In addition to providing vital contact information, the header should be thoughtfully and attractively designed to set a professional visual tone for the rest of the page. 

Choosing the best resume format for an HR director 

One of the most important formatting considerations is whether to list your employment history in the reverse chronological or functional format. The former is by far the most common, and is most appropriate for those with a mostly continuous history of employment in their fields because it features an employment history section where you can list your previous roles. But the functional format can be useful for those with gaps in their work history, as well as for those who have largely worked as contractors or freelancers rather than full-time employees. You can find out more in our resume formats guide.

Resume summary example: Your professional profile

The resume summary, also known as a profile or personal statement, is a description of yourself and your job qualifications in your own (well-chosen) words. It’s usually 2-3 sentences, though these are not necessarily complete sentences, as the word “I” is generally not used.

The summary needs to pack a punch by using original, compelling language, not bland cliches. Typically it will focus on job-related experience, which is key for anyone applying for an HR management position. It may also highlight your education, training and special skills.

Below you’ll find the summary from our HR director resume sample. 

Experienced and dynamic HR director with 8+ years of experience managing a successful human resources department and providing employees with access to training programs and professional development initiatives.

Be wary of Applicant Tracking Systems ( ATS ), which are software programs that employers use to rank resumes according to whether they contain crucial keywords. Employers input the key qualifications they are seeking into the system, which then filters resumes according to searches for these keywords.

Resumes that lack these keywords are often rejected without any human being even looking at them. That’s why it’s very important to read job listings closely to understand what employers are looking for, and then to make your resume match those job listings as closely as possible. This is also why you should customize your resume for each job application.

HR director employment history sample: Your experience

The employment history section is the place to list your previous jobs: employer name, the location, job title and the duration of your employment. Usually you’ll want to list these in reverse chronological order, meaning the most recent position first.

In the bullet points under each heading, be specific, using facts and figures where possible, like the number of employees in your HR department and/or in the overall company, the number of hires you oversaw per year, etc. Check out the employment history section from our HR director resume example.

Human Resources Director, Harold Jones, New York Mar 2016 - Jul 2021 

• Advised a team of 12 HR employees about all strategic decisions.
• Fostered employee advocacy to prevent issues from affecting company productivity and employee satisfaction.
• Piloted 4 employee programs to raise company morale and employee engagement.
• Reviewed and analyzed data and recommended solutions to improve the overall success and productivity of the company.
• Established and interpreted HR core processes including: performance management, staffing, and salary planning.   

Human Resources Manager, Alessia Corporation, New York Jun 2012 - Apr 2016

• Provided coaching, feedback and development for 30+ employees.
• Utilized strong interpersonal and team building skills.
• Oversaw and managed all HR functions, programs, and practices.
• Ensured proper on-boarding for all new hires.
• Helped to manage and oversee annual performance review processes.
• Worked to effectively manage the resolution of complex employment matters.

Resume education sample: Your formal training

A college education is usually required for an HR director, preferably in some business field. In this section, name the universities you’ve attended, their locations, the years you attended and the degrees you earned. Use reverse chronological order, listing your highest degree first. 

You may also list any special training or certifications you hold. If you have a postsecondary degree, it’s not necessary to mention what high school you went to. The education section from our HR director resume sample appears below.

Manhattan College, Bachelor of Science in Human Resource Management, New York Sep 2008 - May 2012 Magna Cum Laude  Iona Preparatory School, High School Diploma, New Rochelle Sep 2004 - May 2008

HR director CV skills example: Your talents

Include a list on your CV of your special skills. (A CV, by the way, is merely the word used to describe a resume outside of North America.) 

Try to include a mix of hard and soft skills. Hard skills are technical capabilities needed for your occupation, typically learned through special training or on the job. Soft skills are interpersonal “ people skills ” like good communication and leadership talents.  

See the skills section from our HR director resume sample below.

• ATS & CRM Software
• HRIS Technologies
• Training & Development
• Program Management
• Change Management
• Employee Recruitment & Retention

Resume layout and design

The look and feel of your resume helps you portray yourself as a serious and motivated candidate. That’s why it’s important to send the right message from the moment the hiring manager sets eyes on the layout and design. Make sure to balance the amount of white space to text and use the same 1-2 professional font styles throughout your resume.

If you don’t want to leave anything to chance, you may consider using a resume template which will allow you to focus on the writing while still giving you the option to customize design elements.

Key takeaways

• Your HR director resume should contain the five essential sections of a great resume.
• Pay attention to the demands of ATS software, and be sure you are delivering a resume that contains the qualifications the employer is looking for.
• Tailor your resume for each employer, highlighting the skills it’s looking for.
• Check out our HR director resume example for more ideas on how to create an effective layout and design.

Best of luck in your job search!

Beautiful ready-to-use resume templates

• Resume Builder
• Resume Templates
• Resume Formats
• Resume Examples
• Cover Letter Builder
• Cover Letter Templates
• Cover Letter Formats
• Cover Letter Examples
• Career Advice
• Interview Questions
• Resume Skills
• Resume Objectives
• Job Description
• Job Responsibilities
• FAQ’s

HR Director Resume Examples

As a Human Resources Director, your resume needs to represent your unique skills, experience, and potential. It should be a reflection of your professional accomplishments, leadership skills, and organizational management capabilities. A well-crafted resume can help you stand out in the job market and get noticed by potential employers. To help you create an effective HR Director resume, this guide provides resume writing tips, best practices, and examples to help you craft a successful resume.

If you didn’t find what you were looking for, be sure to check out our complete library of resume examples .

Start building your dream career today! 

Create your professional resume in just 5 minutes with our easy-to-use resume builder!

HR Director

123 Main Street | Anytown, USA 99999 | Phone: (123) 456-7890 | Email: [email protected]

I am an ambitious and results- driven Human Resources Director, with over 10 years of experience in leading high performing teams in a fast- paced environment. I have extensive experience in developing and implementing strategies to support corporate objectives, managing high- level employee relations, and providing financial and operational guidance. My skills are well- suited to a dynamic and challenging organization where I am able to bring out the best in people and teams.

Core Skills :

• Strategic HR Leadership
• Change Management
• Performance Management
• Talent Acquisition and Development
• Employee Relations and Engagement
• Benefits Administration
• Diversity and Inclusion
• Data Analysis and Reporting

Professional Experience : HR Director, ABC Corporation – June 2011 – Present

• Develop effective strategies to support corporate objectives and ensure best practices are utilized
• Lead, coach, and mentor employees in a high- performance culture
• Manage the recruitment and staffing process, employee relations, and performance management
• Design and implement compensation, benefits, training, and other HR initiatives
• Handle complex employee relations issues and labor relations matters

HR Manager, XYZ Corporation – June 2007 – May 2011

• Instrumental in developing and implementing policies and procedures to ensure compliance with all applicable laws and regulations
• Supervised the recruitment and selection process, performance management, and employee relations
• Managed the administration of payroll, benefits, and attendance
• Evaluated and assessed current HR programs and systems and provided recommendations for improvements

Education : Master of Science in Human Resources Management, ABC University Bachelor of Science in Business Administration, XYZ University

Create My Resume

Build a professional resume in just minutes for free.

HR Director Resume with No Experience

Recent HR Studies graduate with experience in employee relations, team building, and onboarding processes. Driven and motivated to lead teams with a focus on growth and success. Possesses excellent organizational and communication skills, as well as a positive attitude and the ability to stay calm under pressure.

• Comprehensive understanding of HR practices and regulations
• Excellent communication and interpersonal skills
• Ability to build relationships and foster trust
• Ability to build and maintain strong teams
• Exceptional organizational and problem- solving skills
• Proficient in Microsoft Office, Google Drive, and HRIS systems

Responsibilities

• Assist the HR Director in developing and implementing HR policies and procedures
• Monitor and ensure compliance with applicable laws and regulations
• Provide guidance and support to employees on HR related issues
• Ensure accurate and timely processing of employee data
• Maintain employee files and records
• Manage the recruitment and onboarding processes
• Develop and implement employee engagement initiatives
• Monitor and assess employee performance
• Facilitate team building and conflict resolution activities
• Prepare and maintain reports and analysis as requested

Experience 0 Years

Level Junior

Education Bachelor’s

HR Director Resume with 2 Years of Experience

Dynamic and experienced Human Resources Director with a track record of improving employee engagement and implementing HR systems that improve organizational efficiency. Proven ability to develop and implement people- focused strategies, simplify HR processes, and cultivate engaging and productive work environments. Experienced in managing complex HR projects, developing personnel policies, and coaching and developing staff.

Core Skills

• HR Processes & Project Management
• Employee Engagement
• Problem Solving & Decision Making
• Talent Acquisition
• Recruitment & Retention
• Compliance & Policies
• Develop and implement comprehensive HR initiatives, processes, and strategies that support organizational goals and objectives
• Lead efforts to drive employee engagement and motivate personnel
• Oversee recruitment and selection process and manage employee onboarding and orientation
• Monitor and enforce organizational compliance with labor laws and internal regulations
• Implement performance management systems that improve employee performance and increase morale
• Design and update personnel policies, procedures, and process maps
• Evaluate and analyze HR metrics and provide reports to senior leadership
• Develop job descriptions, monitor employee relations, and resolve conflicts
• Develop and implement training and development programs for staff
• Manage employee relations and determine disciplinary action when needed
• Assist in budget preparation and adhere to assigned budget
• Foster a positive work environment and promote company values
• Identify and encourage employee development opportunities and career paths

Experience 2+ Years

HR Director Resume with 5 Years of Experience

A highly experienced HR Director with over 5 years of successful experience in the human resources field. Offering expertise in developing and executing human resources strategies and initiatives, driving organizational development and change management, and leading team performance. Possessing a proven track record of successful recruiting, employee engagement, and talent management.

• Organizational leadership
• HR policy implementation
• Workforce planning
• Recruitment and selection
• Employee relations
• Performance management
• Organizational development
• Change management

Responsibilities :

• Developed and managed human resources policies, procedures, and processes
• Reviewed and evaluated employee performance, identifying areas for improvement
• Assisted in the development of training and development programs
• Identified and recommended strategies to improve employee engagement
• Collaborated with the management team to identify and address organizational needs
• Conducted job analysis and maintained job descriptions
• Recruited, interviewed, and selected qualified candidates
• Managed employee relations issues and grievances
• Provided guidance and coaching to employees regarding policies and procedures
• Developed and delivered organizational change initiatives
• Assisted in the development of incentive and rewards programs

Experience 5+ Years

Level Senior

HR Director Resume with 7 Years of Experience

Accomplished HR Director with 7 years of experience in human resources, recruitment, employee relations, and organizational development. Proven track record of innovating solutions to improve organizational culture, performance, and talent management. Background in data- driven analysis, strategic planning, and project management. Experienced in developing improved organizational structure and aligning people’s resources to goals.

• Strategic Planning
• Recruitment and Retention
• Employee Relations
• Organizational Development
• Data Analysis
• Developed organizational strategies to improve performance.
• Created and implemented recruiting strategies to ensure an adequate pool of qualified candidates.
• Led initiatives to develop career paths, performance management programs, and succession planning.
• Managed employee relations and resolution of employee issues.
• Conducted research and analysis of organizational data to identify trends.
• Developed employee surveys, initiatives and programs to improve organizational culture.
• Collaborated with executives and stakeholders to determine organizational objectives and implement changes.

Experience 7+ Years

HR Director Resume with 10 Years of Experience

Highly experienced HR Director with 10+ years of experience in developing and implementing successful HR strategies, policies and procedures. Proven track record in leading successful teams, optimizing processes, and effectively managing employee relations. Possess strong ability to identify and develop key talent, create positive work cultures and ensure compliance with all relevant regulations.

• HR Solutions: Experienced in developing and implementing HR solutions to resolve complex employee and labor issues.
• Strategic Planning: Skilled in developing and executing strategies that align with organizational objectives.
• Talent Management: Experienced in onboarding, mentoring, talent acquisition and performance management.
• Employee Relations: Proficient in all areas of employee relations, including conflict resolution and dispute resolution.
• Regulatory Compliance: Experienced with federal, state and local laws and regulations related to HR.
• Developed and implemented HR strategies and policies to ensure compliance with federal and state laws and regulations.
• Collaborated with senior leadership to develop and implement strategies for recruiting and retaining top talent.
• Managed the full cycle of recruitment and selection process, including talent acquisition, onboarding and training.
• Developed and implemented performance management system to ensure employees were meeting performance standards.
• Managed employee relations and ensured compliance with all relevant laws and regulations.
• Analyzed and reviewed data to identify areas of improvement in HR processes and procedures.
• Monitored and evaluated organizational culture and employees’ morale to ensure a positive work environment.
• Developed and facilitated HR programs and initiatives to promote employee engagement and development.

Experience 10+ Years

Level Senior Manager

Education Master’s

HR Director Resume with 15 Years of Experience

Vera Smith is an experienced Human Resources Director with a proven track record of 15 years in the HR field. She is a highly organized and detail- oriented professional, with a proven ability to manage numerous projects simultaneously. Vera is an expert in HR policies and procedures, with a deep understanding of employment law and best practices. She has experience in recruitment, employee relations, and building strong relationships with all stakeholders. Her dedication to her work and her strong work ethic have resulted in a successful and rewarding career in the human resources industry.

• Recruitment
• HR Policies and Procedures
• Employment Law
• Conflict Resolution
• Process Improvement
• Managed recruitment processes, including interview techniques and job descriptions
• Developed and implemented HR strategies, policies and procedures
• Resolved employee relations issues, including grievances and performance management
• Monitored employee attendance and ensured compliance to company policies
• Generated annual reports related to HR metrics
• Ensured employee safety and provided guidance on safety procedures
• Ensured compliance with statutory and legal requirements
• Developed and monitored training, induction and on- boarding programs
• Prepared reports for senior management on HR activities, progress and needed changes

Experience 15+ Years

Level Director

In addition to this, be sure to check out our resume templates , resume formats ,  cover letter examples ,  job description , and  career advice  pages for more helpful tips and advice.

What should be included in a HR Director resume?

A HR Director is a highly sought-after position in many organizations, and a well-crafted resume is essential to land the job. In order to make the most of your resume, here are some key elements that should be included:

• Professional Summary: This should provide a summary of your experience and qualifications, as well as highlight any unique abilities or accomplishments.
• Work Experience: List all relevant job history, including job title, time duration, and key responsibilities and achievements.
• Education: Include any relevant education credentials or training programs.
• Technical Skills: List any specific technical skills you have acquired, such as software proficiency or experience with HR systems.
• Professional Development: Outline any professional development initiatives you have completed, such as continuing education courses or certifications in the HR field.
• Volunteer Experience: Any volunteer experience related to the HR field should be included to demonstrate commitment to the industry.
• Awards and Recognition: Highlight any awards or recognition you have received that are related to the field and show your level of excellence.
• Personal Interests: Include any hobbies or interests that demonstrate your ability to work in a team environment.
• References: Include at least three references from current or former employers that can speak to your qualifications and abilities.

What is a good summary for a HR Director resume?

• A Human Resources (HR) Director is responsible for ensuring the strategic direction of an organization’s HR department. They are in charge of creating and implementing policies and procedures, overseeing recruitment and training of staff, maintaining employee records, and managing employee benefits and payroll.
• A good resume summary for an HR Director should include highlights of their experience and accomplishments in the field, such as writing and implementing new HR policies and procedures, successfully leading recruitment and training initiatives, and developing and administering employee benefit and payroll programs. It should also list key skills and qualifications, such as excellent communication and interpersonal skills, knowledge of employment laws and regulations, budgeting and financial management, and proficiency in HR software. Finally, a resume summary should briefly demonstrate the candidate’s commitment to the organization’s mission and values.

What is a good objective for a HR Director resume?

A Human Resources (HR) Director plays an important role in any organization. They are responsible for developing and managing policies and procedures related to employee relations, hiring, and training. As such, the objective of an HR Director should be to ensure the organization’s success by promoting a positive work culture, developing effective strategies for recruitment and retention, and continually improving the organization’s human resources programs.

Some good objectives for an HR Director resume may include:

• Developing and implementing best practices for human resources management
• Establishing policies and procedures that promote a positive work environment
• Assisting in recruiting, hiring, and onboarding new employees
• Developing and administering employee training and development programs
• Implementing programs to improve employee morale and engagement
• Managing employee benefits programs
• Ensuring compliance with state and federal labor laws
• Implementing performance management systems
• Collaborating with other departments to ensure organizational objectives are met

How do you list HR Director skills on a resume?

When listing your HR Director skills on a resume, you want to make sure that you highlight the qualities employers are looking for in a successful candidate. HR Directors are expected to be knowledgeable and experienced in human resources, have strong leadership abilities, and have excellent interpersonal skills. Here are some specific skills you might want to consider including on your resume when applying for an HR Director role:

• Human Resources Expertise: Demonstrate your knowledge and experience in human resources, including recruiting, onboarding, and training.
• Leadership: Demonstrate your ability to lead a team, develop the organization’s HR strategy, and foster a positive work environment.
• Interpersonal Skills: Showcase your ability to communicate effectively with all levels of the organization and handle difficult conversations.
• Problem-Solving: Highlight your ability to quickly identify and address issues, and develop innovative solutions.
• Organizational Skills: Demonstrate your knowledge of the organization’s processes and procedures, and ability to prioritize tasks effectively.
• Analytical Skills: Showcase your ability to analyze data and draw relevant conclusions to support decision-making.

Be sure to use specific examples of how you’ve demonstrated each skill in a HR Director role, as this will give employers a better idea of your capabilities.

What skills should I put on my resume for HR Director ?

When you’re applying for a role as an HR Director, it’s important to make sure your resume highlights the specific skills and qualifications needed for the job. As the top HR professional in the organization, you’ll be responsible for overseeing all aspects of the HR function and developing strategies for optimizing talent management.

To give yourself the best chance of success in your job search, here are the top skills you should include on your resume for an HR Director position:

• Strategic Planning: As an HR Director, you’ll be responsible for developing and executing HR strategies that enable the organization to meet its long-term objectives. It’s important to demonstrate your experience in planning and implementing HR initiatives.
• Employee Relations: You’ll need to have experience managing employee relations and resolving conflicts in the workplace. Be sure to include any activities you’ve done to create a positive work environment and foster collaboration between team members.
• Performance Management: As an HR Director, you’ll be responsible for overseeing the performance management process. Your resume should reflect your ability to develop and implement effective performance evaluation systems and reward structures.
• Recruiting: As the head of HR, you’ll need to have extensive experience in talent acquisition and recruiting. Be sure to include any work-related activities you’ve done to attract and hire top talent.
• Compliance: You’ll be responsible for ensuring that all HR policies and procedures are compliant with local, state, and federal laws. Demonstrate your knowledge and experience in this area by including any compliance-related activities you’ve done.

By highlighting the right skills on your resume, you’ll be well-positioned to land an HR Director position. Make sure you showcase your qualifications and experience in the areas mentioned above to give yourself the best chance of success.

Key takeaways for an HR Director resume

Most HR Director resumes need to include certain information to make a strong impression on prospective employers. Here are some key takeaways to consider when crafting a resume for an HR Director:

• Include a comprehensive list of your professional experience. Employers need to know you have the necessary skills to manage a team and lead the HR Department effectively. Highlight your experience in recruiting, training, developing, and managing staff. Demonstrate your skills in creating policies, procedures, and processes and show how you have successfully implemented them.
• Showcase your ability to communicate effectively. HR Directors must be able to communicate with staff and management at all levels. Show employers you have the ability to communicate clearly and concisely, both orally and in writing.
• Demonstrate your knowledge of compliance regulations. Employers need to know you understand employment laws, regulations, and procedures, and how to apply them in day-to-day HR management.
• Showcase your qualifications for the role. Include any certifications, degrees, or other credentials that you have related to the HR field. Also highlight any awards or recognition you have received for HR initiatives or accomplishments.
• Showcase your ability to manage change. Employers need to know you can manage changes within the organization. Highlight how you have successfully implemented organizational changes and how you have responded to challenging situations.

By taking these key takeaways into consideration, you can create an HR Director resume that will make a strong impression on employers. Your resume should showcase your experience, qualifications, and ability to manage change and communicate effectively.

Let us help you build your Resume!

Make your resume more organized and attractive with our Resume Builder

Resume Templates

Create and edit your resume online

Generate compelling resumes with our user-friendly tool and secure employment quickly.

Resume examples for 217 jobs

Writing the perfect resume with our help just got easier. Check our resume guides for the job you desire.

Most Popular Resume Examples

Featured articles

• Free Online Certifications to Add to Your Resume
• Make Shadowing Hours a Part of Your Resume
• How to Decline a Job Offer but Keep the Door Open

Latests articles

• Top People Skills to Include in Your Resume (With Examples)
• The Definitive Guide to Resume Review With AI
• How To Write a Resume for Skills-Based Hiring
• How to Show Your Achievements on a Resume: STAR & CAR Methods
• Improve Your LinkedIn Profile Using ChatGPT

Dive Into Expert Guides to Enhance your Resume

Make use of expert tips & tricks to to help you build the perfect resume

HR Director Resume: Templates, Examples, & Essential Skills

As an HR Director, you’re used to being the one who finds the talent for a company. This time, let us help you get noticed by hiring managers with our customized resume templates. Create the ideal resume and get noticed by an employer in no time.

HR Director Resume Example MSWord® Download our HR Director Resume template in Word to become the talent that every employer wants to pursue.

An HR director is a crucial member of any company’s corporate landscape. HR directors have many duties that are essential to the effective functioning of any organization.

They’re responsible for hiring new employees, managing company policies, creating presentations, planning compensation packages, resolving conflicts, and more.

The most successful HR directors have resumes that stand out from the crowd and emphasize these abilities, putting them in the best possible position to land a job.

In this guide, we’ll help you create a strong HR director resume using templates, examples, tips, and tricks, like:

• Creating an HR director resume that follows the correct format
• Following the job description to optimize your HR director resume
• Highlighting the soft and hard skills you’ll need as an HR director
• Looking at sample HR director resumes as guidelines

HR Director Resume Sample

Let’s take a look at our sample HR director resume template.

[Maggie Smith]

[Human Resources Director]

[137, Pendale Avenue, PA | 241-926-8527 | [email protected]]

Experienced HR Director with 8+ years of experience working in human resource management across digital and IT sectors. Adept at developing work policies and  translating business vision into HR initiatives that improve performance, profitability, growth, and employee engagement.

Human Resources Director Quail and Clark 2014 – 2022 * Oversaw a team of 20 HR professionals to improve work-life balance and mental health of employees during COVID-19 pandemic.

• Curated new work policies and benefit programs for employee welfare.
• Designed an internal platform to assess employee performance metrics.
• Reduced employee turnover rate by 34% through Speak Up initiative for employees.

Human Resources Assistant Quail and Clark 2013-2014 * Oversaw HR policies and programs alongside senior HR managers. * Managed onboarding process for summer interns. * Helped input employee data into company system for annual performance review.

Bachelor of Arts in Human Resource Management

New York University, NY 2010 – 2013 * Graduated magna cum laude with a 3.7 GPA.

• Excelled in management, psychology, and sociology.
• Relevant Coursework: Business Management, Employee Recruitment and Retention, Human Resource Ethics, Foreign Language Policy
• Communication
• Conflict Resolution
• Interpersonal Skills
• Administration Knowledge

Certificates

• SHRM Certification in Human Resource Management (Society for Human Resource Management, 2013)
• HR Certification – Level II (LinkedIn, 2014)

Feel free to use this HR director resume example as a guide when drafting your own. It encompasses all you’ll need to create a robust application and set your human resources director resume apart from the rest.

What’s the Best HR Director Resume Format?

The way you format your director of human resources resume is equally as important as the content you put on it.

An HR director’s resume should usually be 1-2 pages long . In general, though, the shorter, the better; your resume should be easy to read in just a minute or two.

Here are some essential sections you put on a director of HR resume:

• Contact/personal information
• Resume summary
• Work experience
• Qualifications and achievements
• Soft and hard skills

A solid HR director resume should use a reverse-chronological format . This means that your most recent experiences will be listed first, followed by the next most recent one, and so on.

Here are a few things to keep in mind when making your HR director resume:

• Most people are familiar with fonts like Times New Roman, Arial, Verdana and Calibri. They look professional, neat, and, most of all, readable. Stick to the basics with this one.
• In order to ensure your content isn’t cramped, use single line spacing. This makes sure there’s enough breathing space on your resume.
• While it’s good to have breathing space on your resume, you don’t have to have too much negative space. To avoid an empty-looking resume, use single-inch margins.
• Bold headings can help the reader navigate through your HR director resume. Make sure your headings are in a bigger font compared to the regular text on the rest of your resume.
• In almost all cases, HR director resumes shouldn’t have images or pictures; this often doesn’t look professional and can clutter your resume. You can use this valuable space for your qualifications and work experience instead.
• When it comes to digitally sending or uploading your HR director resume, PDF files are the universally accepted format. Stick to PDFs to ensure your resume can be opened by anyone and that its layout remains undisturbed.

If you find it challenging to get the perfect format for your HR director resume, you’re certainly not alone. Fortunately, with the help of our resume templates , you don’t have to worry anymore! In just a few clicks, you’ll have a structured resume ready to go.

How to Write an HR Director Resume Summary

A resume summary is the first thing a hiring manager sees when they start reading your resume.

A resume summary is a 1-2 short paragraph that describes you, your qualifications, experience, and skillset.

Your resume summary is the elevator pitch of your resume. It’s the first impression, so make it count!

HR Director Resume Summary Example

Check out these two sample human resources director resume summaries:

HR director with over a decade of experience in many different industries. Created positive work environments where I worked and provided employees with access to training programs.

Experienced HR director with 12+ years of practice managing various human resource departments across research, consultancy, and technology industries. Created a positive work environment while providing employees access to multiple training programs.

As you can see, the first example gives you a brief summary of the candidate. However, the second example shows personality while giving us adequate information concisely.

Job descriptions have keywords that you can include in your resume summary or objective. Use these to your advantage

Entry-Level HR Director Resume Objective

Below are two objectives from separate human resources director resume samples; one provides a much better breakdown of your skills, accomplishments, and value as a potential employee than the other:

Adaptable, entry-level HR director with experience in salary planning and policy planning. Created suitable work environments through interpersonal skills.

Adaptable HR professional with 2+ experience in salary and policy planning. Used strong interpersonal and team-building skills to create a positive work environment. Praised by senior management for time management abilities.

How to Describe Your HR Director Experience

The experience section of an HR director’s resume is one of the most important; it highlights all your achievements over the years.

Use your experience section to highlight your accomplishments in a professional setting. It’s a great way to emphasize your skills practically.

Use a thesaurus to avoid sounding monotonous! Use action verbs to strengthen your resume. For example, use “collaborate with” instead of “work with.”

How to Quantify Your HR Director Experience

Have a look at those tip for quantifying your HR Director experience:

• Have the job ad on hand and use it to tailor your resume and leave out those responsibilities that aren’t mentioned in the job ad. 
• Then, take those responsibilities and transform them into accomplishment statements, using power / action verbs (led, oversaw, increased) and PAR (Problem-Action-Result) formula.
• Use numbers to quantify your milestones. 

You can see some examples of HR achievements below:

• Handled all HR issues in a 75-employee finance firm
• Oversaw the recruitment process, which reduced lead time by 35%
• Increased employee retention by 17% 
• Created HR organization – recruitment, staffing, onboarding, training – for both expatriates and local national hires in Brazil, Mexico, and Spain
• Rolled out the company’s first HR shared services center for delivery of internal coaching services

HR Director Resume Examples: Experience

Here are a few sample HR director resume accomplishments and experiences you can use to guide your own as you create your HR director resume:

HR Director Jupiter Consultancy, PA 2014-2022

• Had meetings with team leaders to address staffing needs
• Edited job listings for vacant roles
• Screened applicants for hiring process
• Led interview process for senior roles
• Came up with summer internship program

Human Resources Director Jupiter Consultancy, PA 2014-2022

• Provided HR leadership during a period of rapid growth with better than 18% increase in annual revenues and 10% gain in
• profitability. Currently, supporting initial efforts to establish a secondary manufacturing facility to meet customer needs.
• Captured $50K in benefit cost reductions and avoided an additional $800K in retirement plan funding.
• Introduced metrics-based performance management system with a heavy emphasis on operating results. Spearheaded
• value-add employee recognition and awards programs.
• Re-invented and implemented new recruitment, staffing, and workforce development programs to meet advancements in
• product operations, technology, and management.
• Championed successful EH&S program design/implementation and company-wide employee communications initiative

Focus On Your HR Education Section

An HR director often needs a college degree , ideally in a business discipline, so be sure to list the schools you’ve attended and the qualifications you received in this section.

List your most valuable degree first, and use a reverse-chronological format. You can also provide any further training or certificates you’ve received.

You don’t need to include your high school diploma if you have a college degree. The same logic applies if you have a degree higher than a Bachelor’s, too; spend the bulk of your education section discussing the most recent and relevant qualifications you have.

HR Director Resume Education Section

Let’s take a look at how you can keep your HR director resume’s education section engaging for recruiters:

BA in Human Resource Management Penn State University, PA 2015 – 2019

• Graduated with 3.8 GPA
• Relevant Coursework: Strategic Management, Business Management, International Affairs, Foreign Language Policy, Human Resource Ethics

Bachelor of Arts in Human Resource Management Penn State University, PA 2015 – 2019

• Graduated magna cum laude with a 3.8 GPA.
• Excelled in business management and social psychology.

The Best HR Director Skills for a Resume

This section will cover your soft and hard skills. Soft skills are general skills that can be applied across various professions, while hard skills are field-specific skills that are developed on the job.

We’ve listed a few skills that you can list on your HR director resume:

Hard Skills

• HR Best Practices
• Employee Relations & Diversity
• Talent Acquisition
• Staff Coaching & Mentoring
• Organizational Development
• Employee Performance Improvement
• Leadership Development
• HR Policy Design
• Change Management
• Workforce Planning & Development

Soft Skills

• Management skills
• Time management
• Organizational skills
• Communication skills
• Interpersonal skills
• Decision-making
• Problem-solving
• Confidentiality
• Adaptability

How to Add Other Sections for an Effective Resume

The “Other” section of your HR director resume can help set you apart from other candidates. It helps distinguish your resume from the hundreds of applications that recruiters go through every day.

If you know any foreign languages, add them to your resume! Additional languages can be a huge bonus on any resume, especially one in the human resources industry.

HR Director Resume Sample “Other” Sections

Here are some examples of what an “Other” section would look like on an HR director’s resume:

• SHRM Certificate
• IFEBP Certificate
• LinkedIn Certificate
• SHRM Certification (Society for Human Resource Management, 2017)
• IFEBP Certification (International Foundation of Employee Benefit Plans, 2016)
• HR Certification (LinkedIn, 2016)

Key Takeaways

In this guide, we learned:

• When creating an HR director resume, make sure you include a resume summary which highlights your skills and achievements and is tailored to each specific role.
• Make sure to include quantifiable achievements to show the impact you’ve made as an HR Director.
• Don’t forget to include education, work experience, and other sections on your HR director resume.
• Be clear and concise when listing examples of experiences as an HR director.
• Highlight any soft and hard skills you have in the skills section .
• Include any other certifications or qualifications you have that are relevant to the position.

We hope this guide helps you make the perfect HR director resume to land the job you’ve been eyeing for so long!

If you need more help with your HR director resume, our resume builder has hundreds of ready-made templates to help you create a brand-new HR director resume in minutes!

Free Resume Templates

Using resume templates that are proven to work will help you to move your career search forward. Start and customize as many resumes as you need with our free resume builder .

Thanks for using our free templates!

Enjoy ResumeGiants? We’d love it if you’d leave a review – it’d help others!

We hope we’ve helped you to move closer to your dream job.  Have you found our resources helpful? If so, share your experiences with others – leave a review! (10 seconds max)

Resume Worded   |  Career Strategy

Human resources (hr) resume summary examples.

Approved by hiring managers, here are proven resume summary examples you can use on your Human Resources (HR) resume. Learn what real hiring managers want to see on your resume, and when to use which.

• Human Resources (HR)
• Entry-Level Human Resources Associate
• Human Resources Analyst
• Human Resources Business Partner
• Human Resources Consultant
• Human Resources Coordinator
• Human Resources Director
• Human Resources Generalist
• Human Resources Specialist
• Senior Human Resources Manager
• Human Resources (HR) resume templates
• Similar summary examples

Human Resources (HR) Resume Summary Example

Highlighting your role.

As a 'Human Resources professional', your summary makes it clear that you're not a beginner. You've got the experience, the knowledge, and the skills. This simple phrase sets a strong foundation for the rest of your resume. It's like saying 'Hey, I'm not just a player in the game, I'm a pro.'

Demonstrating Success with Technology

When you mention 'Implemented HRIS system', it not only tells recruiters that you're tech-savvy, but also that you can leverage technology to improve efficiency - a skill all modern employers value. And when you back that up with a solid, quantifiable achievement (improved data management by 50%), you're making a bold statement about your ability to deliver real, measurable results.

Entry-Level Human Resources Associate Resume Summary Example

Making internship count.

In the early stages of your career, your 'internship experience' carries a lot of weight. When you say you 'Implemented a new onboarding process', it shows that even as an intern, you were able to make significant contributions. This tells recruiters that you're a proactive, results-oriented individual who can be trusted with responsibility.

Crafting the perfect resume is a science. Our tool uses data from thousands of successful resumes in your industry to help you optimize yours. Get an instant score and find out how to make your resume stand out to hiring managers.

Human Resources Analyst Resume Summary Example

Focusing on data-driven accomplishments.

Implementing a new data analysis system and improving decision-making efficiency by a specific percentage shows that you're data-savvy and have a direct impact on the efficiency of the HR function. It shows you're not just going with the flow, but actively seeking ways to improve processes.

Human Resources Business Partner Resume Summary Example

Highlighting strategic achievements.

Introducing a new compensation structure and reducing turnover by a certain percentage shows that you're not just handling day-to-day HR tasks. You're thinking strategically and making changes that have a big, positive impact on the business.

Human Resources Consultant Resume Summary Example

Showcasing client-based achievements.

Having developed HR policies for multiple clients and having made a notable impact shows you're great at what you do. This also subtly implies that you're adaptable and can handle a variety of situations and environments.

Human Resources Coordinator Resume Summary Example

Quantifying recruitment experience.

By mentioning the number of roles you've managed in the recruitment process, you're giving me a concrete idea of your experience and productivity. It's not a vague claim - it's a verifiable fact.

Linking to performance improvements

Coordinating employee development programs and then linking them to a boost in performance ratings is a smart way to show that your efforts have clear, positive outcomes.

Human Resources Director Resume Summary Example

Leadership skills.

'Successfully led a team of 15 HR professionals' – this phrase immediately sets you apart as a strong leader. It shows that you're adept at managing people, fostering teamwork, and inspiring others to achieve common goals.

Streamlining HR Operations

By highlighting your success in 'implementing an HRIS system', you're showing that you understand the importance of efficiency in HR operations. Your ability to streamline processes through technology demonstrates forward-thinking and a drive for continuous improvement.

Human Resources Generalist Resume Summary Example

Conflict resolution skills.

When you mention 'successfully resolved 200+ employee disputes', it immediately brings attention to your ability to mediate and solve problems. In HR, conflict resolution is a crucial skill, and by quantifying your achievements in this area, you're showing that you're not just capable, but exceptionally good at it.

Performance Management Expertise

Implementing a performance management system is no small task. When you mention this, you're showing your ability to take on significant projects that improve productivity. By quantifying your impact (improved productivity by 20%), you offer a concrete measure of the value you bring to an organization.

Human Resources Specialist Resume Summary Example

Focus on training & development.

By stating that you 'designed and implemented a company-wide training program', you show a deep commitment to employee development. This not only reflects your people-centric approach but also your ability to manage large-scale projects with a direct impact on company performance.

Senior Human Resources Manager Resume Summary Example

Signifying seniority and expertise.

As a 'Senior HR Manager', your resume summary should showcase your extensive experience and the high-level strategic thinking you bring to the table. When you mention that you've significantly 'reduced recruitment costs', employers can see that you understand the business side of HR too. This could be a key differentiator in competitive job markets.

Human Resources (HR) Resume Templates

Digital transformation.

Operations Manager

Other Resume Summary Examples

• > Executive Assistant Summary Examples
• > Operations Manager Summary Examples

Other Resume Objective Examples

• > Executive Assistant Objective Examples
• > Operations Manager Objective Examples

Other Resume Guides

• > Executive Assistant Resume Guides
• > Operations Manager Resume Guides

Thank you for the checklist! I realized I was making so many mistakes on my resume that I've now fixed. I'm much more confident in my resume now.

2 HR Director Resume Examples for Your 2024 Job Search

HR Directors are the architects of workforce synergy and the stewards of company culture. Just like an HR Director, your resume must skillfully bring together diverse elements—your skills, experience, and personality—to form a cohesive narrative that resonates with the corporate ethos. It must also strategically align your career trajectory with the needs and goals of the prospective employer. In this guide, we'll explore HR Director resume examples that exemplify how to harmonize your professional story with the demands of this pivotal role.

Resume Examples

Resume guidance.

• High Level Resume Tips
• Must-Have Information
• Why Resume Headlines & Titles are Important
• Writing an Exceptional Resume Summary
• How to Impress with Your Work Experience
• Top Skills & Keywords
• Go Above & Beyond with a Cover Letter
• Resume FAQs
• Related Resumes

Common Responsibilities Listed on HR Director Resumes:

• Developing and implementing HR strategies and initiatives aligned with the overall business strategy.
• Overseeing recruitment efforts to attract, hire, and onboard qualified candidates.
• Managing a performance appraisal system that drives high performance and employee development.
• Ensuring legal compliance throughout human resource management, including labor law and employment standards.
• Developing and monitoring overall HR strategies, systems, tactics, and procedures across the organization.
• Nurturing a positive working environment by maintaining healthy employee relations and resolving conflicts.
• Overseeing employee benefits programs and informing employees of benefits by studying and assessing benefit needs and trends.
• Supporting management by providing human resources advice, counsel, and decisions.
• Managing HR budgets and reporting on current and future staffing costs and initiatives.
• Leading the HR team, fostering a professional development culture, and ensuring high levels of team performance.
• Developing and implementing learning and development programs to address workforce skills gaps.
• Ensuring succession planning and talent management to prepare the organization for future growth or changes.

You can use the examples above as a starting point to help you brainstorm tasks, accomplishments for your work experience section.

HR Director Resume Example:

• Orchestrated a company-wide cultural transformation initiative, resulting in a 40% improvement in employee engagement scores and a 25% reduction in annual turnover rates.
• Led the development and implementation of a comprehensive talent management strategy, which increased internal promotion rates by 30% and filled leadership positions 50% faster.
• Implemented a data-driven HR analytics system that provided actionable insights, leading to a 20% increase in workforce productivity and a 15% decrease in recruitment costs.
• Designed and executed a global diversity and inclusion program, achieving a 35% increase in minority representation in leadership roles within two years.
• Negotiated and managed a benefits package that enhanced employee satisfaction by 20%, while simultaneously reducing benefits expenses by 10% through strategic vendor partnerships.
• Revamped the performance review process using a 360-degree feedback system, which contributed to a 15% increase in performance ratings and a more transparent and fair assessment process.
• Spearheaded the integration of HR operations post-merger, consolidating systems and policies across entities and achieving a seamless transition for 3,000+ employees.
• Introduced an advanced applicant tracking system and recruitment marketing platform, reducing time-to-hire by 25% and improving the quality of hires as evidenced by a 40% increase in new hire retention after one year.
• Developed and facilitated leadership development programs that prepared high-potential employees for executive roles, resulting in 10 internal successions to senior positions within 18 months.
• Strategic Planning
• Change Management
• Talent Management
• Employee Engagement
• HR Analytics
• Performance Management
• Diversity and Inclusion
• Benefits Administration
• Vendor Management
• Recruitment and Retention
• Leadership Development
• Organizational Development
• HR Policy Formulation
• Workforce Planning
• Succession Planning
• HR Technology Implementation
• Employee Relations
• 360-Degree Feedback Systems
• Legal Compliance
• Conflict Resolution
• Communication Skills
• Project Management
• Data-Driven Decision Making
• Financial Acumen
• Team Building

HR Business Partner Resume Example:

• Strategic Human Resources Planning
• Talent Acquisition & Retention
• Workforce Analytics
• Training & Development
• Stakeholder Engagement
• Team Building & Cohesion
• Cost Control & Budget Management
• Diversity & Inclusion Initiatives
• Problem-Solving Abilities
• Employee Engagement Strategies
• HRIS (Human Resources Information Systems)
• Compensation & Benefits
• Business Acumen
• Emotional Intelligence

High Level Resume Tips for HR Directors:

Must-have information for a hr director resume:.

• Contact Information
• Resume Headline
• Resume Summary or Objective
• Work Experience & Achievements
• Skills & Competencies
• Certifications/Training

Let's start with resume headlines.

Why Resume Headlines & Titles are Important for HR Directors:

Hr director resume headline examples:, strong headlines.

• These headlines are compelling because they succinctly convey the HR Director's extensive experience, strategic approach to talent management, and specific areas of expertise that are highly valued in the field. They also highlight the candidate's ability to address current HR trends and challenges, such as diversity and inclusion and organizational change, which are top priorities for companies looking to stay competitive and foster a positive work environment.

Weak Headlines

• The headlines provided are generic and fail to capture the unique strengths or achievements of the HR Director. They do not quantify experience or highlight any specific successes, such as improvements in employee retention rates or the implementation of strategic HR initiatives that have positively impacted the company. Additionally, they lack any mention of industry expertise or special qualifications that could set the candidate apart from others.

Writing an Exceptional HR Director Resume Summary:

Hr director resume summary examples:, strong summaries.

• These summaries are compelling because they highlight the HR Directors' extensive experience and specific, quantifiable achievements that align with key HR responsibilities. They demonstrate the candidates' strategic influence on the business, their innovative approach to HR technology and wellness, and their commitment to diversity and talent acquisition, which are all critical factors that hiring managers look for in top-level HR professionals.

Weak Summaries

• The summaries provided are weak because they lack specificity and measurable achievements. They do not include quantifiable results or specific examples of successful HR programs or initiatives the candidates have led. The summaries also fail to highlight any unique skills or experiences that set the candidates apart from others in the field, making them less compelling to potential employers.

Resume Objective Examples for HR Directors:

Strong objectives.

• These objectives are compelling for aspiring HR Directors as they highlight the candidates' relevant HR expertise, strategic thinking, and leadership qualities. They also reflect a commitment to using their skills to contribute to the overall success of the organization, which is a key aspect hiring managers look for in HR leadership roles. Each objective is tailored to demonstrate how the candidate's unique background and goals align with the responsibilities of an HR Director, positioning them as valuable assets to prospective employers.

Weak Objectives

• These objectives lack the depth and specificity that demonstrate the candidate's readiness for an HR Director role. They do not mention any measurable achievements, strategic vision, or understanding of complex HR functions that would be expected of an HR Director. Additionally, they fail to convey the candidate's unique value proposition or how their specific skills and experiences align with the needs of the organization they are applying to.

Write a More Targeted Resume with AI

Speed up your resume creation process with the resume builder . generate tailored resume summaries in seconds., how to impress with your hr director work experience:, best practices for your work experience section:.

• Focus on measurable HR achievements: Highlight specific metrics, such as increased employee retention rates, reduced turnover, improved employee satisfaction scores, or successful implementation of HR programs.
• Showcase your strategic leadership: Describe how you developed and executed HR strategies aligned with organizational goals, resulting in improved workforce planning, talent acquisition, or succession planning.
• Highlight your experience in managing complex HR projects: Outline the steps you took, challenges you faced, and the outcomes achieved when leading initiatives like HR system implementations, organizational restructuring, or culture transformation.
• Demonstrate your expertise in employee relations: Discuss how you effectively managed employee relations issues, resolved conflicts, and fostered a positive work environment.
• Emphasize your knowledge of HR compliance and regulations: Highlight your experience in ensuring legal compliance, managing audits, and implementing HR policies and procedures.
• Mention any successful talent development initiatives: Showcase how you implemented training and development programs, leadership development initiatives, or employee engagement strategies that resulted in improved employee performance and career growth.
• Include any recognition or awards received for your HR leadership: Highlight any industry accolades, certifications, or professional memberships that demonstrate your commitment to excellence in HR.
• Lastly, use HR terminology and language that resonates with HR professionals and hiring managers, avoiding excessive jargon or technical terms that may not be universally understood.

Example Work Experiences for HR Directors:

Strong experiences.

• Orchestrated a company-wide cultural transformation initiative, resulting in a 40% improvement in employee engagement scores and a 25% reduction in turnover rates within the first year.
• Developed and executed a strategic HR plan that aligned with business objectives, leading to the successful acquisition and integration of a workforce of 200+ employees from a merged entity.
• Implemented a comprehensive talent management system that improved the efficiency of recruitment by 30%, enhanced performance management processes, and facilitated the development of high-potential employees into leadership roles.
• Revamped the compensation and benefits structure to be more competitive in the market, which attracted top talent and decreased the time-to-hire by 20% while maintaining payroll budget compliance.
• Introduced advanced HR analytics and reporting tools that provided actionable insights, leading to data-driven decision-making and a 15% improvement in workforce productivity.
• Championed diversity and inclusion initiatives that increased the representation of underrepresented groups in leadership positions by 35% over two years.
• Designed and led a leadership development program that resulted in a 50% increase in internal promotions to senior management roles and a 90% retention rate of key talent.
• Negotiated with labor unions to reach an amicable agreement on a new three-year contract, avoiding strikes and improving labor relations.
• Implemented an employee wellness program that decreased health insurance premiums by 10% and reduced absenteeism by 18%, contributing to a healthier and more productive workforce.
• The provided work experiences for HR Directors are robust because they showcase strategic leadership, measurable outcomes, and a focus on key HR areas such as employee engagement, talent management, and diversity. Each bullet point begins with a strong action verb and includes specific metrics that quantify the director's impact on the organization. These examples reflect a deep understanding of how HR strategies can drive business results, which is critical for a top-level HR professional.

Weak Experiences

• Managed the recruitment process, including sourcing, screening, and interviewing candidates for various positions within the organization.
• Developed and implemented HR policies and procedures, ensuring compliance with legal requirements and industry best practices.
• Conducted employee performance evaluations and provided feedback to support professional development and performance improvement.
• Coordinated employee training and development programs, identifying needs and designing relevant workshops and seminars.
• Administered employee benefits programs, including health insurance, retirement plans, and leave policies.
• Maintained accurate employee records and HR databases, ensuring confidentiality and data integrity.
• Collaborated with management to develop and implement strategies for employee engagement and retention.
• Managed employee relations issues, conducting investigations and resolving conflicts in a timely and fair manner.
• Assisted in the development and communication of company policies and procedures to ensure compliance and understanding.
• These work experiences are weak because they lack specificity, quantifiable results, and strong action verbs. They provide generic descriptions of tasks performed without showcasing the impact of the individual's work or the benefits brought to the company. To improve these bullet points, the candidate should focus on incorporating metrics to highlight their achievements, using more powerful action verbs, and providing clear context that demonstrates their leadership qualities and direct contributions to successful outcomes.

Top Skills & Keywords for HR Director Resumes:

Top hard & soft skills for hr directors, hard skills.

• Employee Relations and Labor Law Compliance
• Talent Acquisition and Recruitment
• Performance Management Systems
• Compensation and Benefits Administration
• Human Resources Information Systems (HRIS)
• Training and Development Program Design
• Workforce Analytics and Reporting
• Diversity and Inclusion Initiatives

Soft Skills

• Leadership and Team Management
• Effective Communication and Interpersonal Skills
• Strategic Thinking and Planning
• Conflict Resolution and Negotiation
• Emotional Intelligence and Empathy
• Organizational and People Development
• Adaptability and Change Management
• Problem Solving and Decision Making
• Cultural Competency and Diversity Awareness
• Active Listening and Constructive Feedback
• Influencing and Persuasion Skills
• Discretion and Ethical Judgment

Go Above & Beyond with a HR Director Cover Letter

Hr director cover letter example: (based on resume), resume faqs for hr directors:, how long should i make my hr director resume.

An HR Director resume should typically be two pages long. This length allows enough space to detail relevant work experience, skills, education, and achievements without overwhelming the reader. As an HR Director, it's important to showcase strategic leadership roles, significant accomplishments, and a clear understanding of HR functions. A two-page resume provides a balance between conciseness and depth. It gives the HR Director enough room to highlight their expertise in areas such as talent management, employee relations, benefits administration, and compliance with labor laws, while also demonstrating their ability to contribute to the overall business strategy. However, the length can be adjusted slightly depending on the individual's experience level. For instance, if an HR Director has a very extensive career with multiple leadership roles and significant achievements, it might be appropriate to extend the resume to three pages to ensure that all critical information is included. Conversely, if an HR Director has a more

What is the best way to format a HR Director resume?

The best way to format an HR Director resume is to ensure it is clear, professional, and easy to navigate, while highlighting the most relevant experience, skills, and achievements. Here's a breakdown of an effective HR Director resume format: 1. **Contact Information**: At the top, include your name, phone number, email address, and LinkedIn profile (if applicable). Make sure this information is easily visible. 2. **Professional Summary**: Start with a powerful summary that encapsulates your HR expertise, leadership skills, and the value you can bring to an organization. Tailor this section to the specific role you're applying for, using keywords from the job description. 3. **Core Competencies**: List key skills and areas of expertise that are relevant to the role of an HR Director. This could include strategic planning, talent management, labor relations, employment law, performance management, etc. 4.

Which HR Director skills are most important to highlight in a resume?

When crafting a resume for an HR Director position, it's important to highlight a combination of strategic leadership skills, human resources expertise, and interpersonal abilities. Here are some key skills to consider including: 1. Strategic Planning: Demonstrate your ability to develop and implement HR strategies that align with the overall business goals. This might include workforce planning, succession planning, and organizational design. 2. Talent Management: Showcase your experience in overseeing talent acquisition, employee retention strategies, performance management systems, and leadership development programs. 3. Employee Relations: Highlight your skills in managing employee relations, resolving conflicts, and fostering a positive work environment. This includes knowledge of labor law and experience with negotiations. 4. HR Analytics: Proficiency in using HR data and analytics to drive decision-making and improve HR processes is increasingly important. Show your ability to analyze data to identify trends and inform HR strategies. 5. Change Management: As an HR Director, you may be responsible for leading change initiatives. Highlight your experience in managing change, communicating effectively, and guiding organizations through transitions. 6. Compensation and Benefits: Include your knowledge of designing competitive compensation and benefits packages that attract and retain top talent while managing costs. 7. Diversity and Inclusion: Emphasize your commitment to creating an

How should you write a resume if you have no experience as a HR Director?

Writing a resume for a HR Director position when you have no direct experience in that role can be challenging, but it's important to focus on transferable skills, relevant accomplishments, and a clear career trajectory that shows your potential to excel in a leadership role. Here's how to approach it: 1. **Professional Summary**: Start with a strong professional summary that highlights your HR expertise, leadership skills, and the value you can bring to a director-level position. Emphasize your understanding of HR principles, strategic thinking, and any management experience. 2. **Core Competencies**: List key HR-related skills that are relevant to a director's role, such as talent management, employee relations, performance management, strategic planning, labor law knowledge, and organizational development. Even if you haven't been a director, these skills are crucial and can be acquired in other HR roles. 3. **Professional Experience**: Detail your work history, focusing on achievements and responsibilities that align with those of a HR Director. For each

Compare Your HR Director Resume to a Job Description:

• Identify opportunities to further tailor your resume to the HR Director job
• Improve your keyword usage to align your experience and skills with the position
• Uncover and address potential gaps in your resume that may be important to the hiring manager

Related Resumes for HR Directors:

Hr director resume example, hr business partner resume example, more resume guidance:.

HR Director Resume Example

Orchestrating HR strategies, but your resume feels off-key? Sync up with this HR Director resume example, composed using Wozber free resume builder. Discover how to harmonize your top-level HR leadership with job expectations, conducting your career chorus with confidence and flair!

HR Director Resume Templates

How to write a HR Director resume?

Aspiring HR Director, this is your moment! You're about to step into the spotlight and showcase your expertise in an HR Director role, and your resume is the script that will get you there. It needs to sing!

With Wozber's free resume builder , you're equipped to create a resume that not only meets expectations but exceeds them, optimizing every word for Applicant Tracking Systems (ATS) with an ATS-friendly resume format . Take this journey with us to fine-tune your resume, making it resonate with the nuances of your desired role.

Personal Details

In the grand opera of resume writing, your Personal Details section sets the stage. It's the opening number, your spotlight moment to make a memorable first impression. Here's how to orchestrate this section with the precision of a seasoned HR Director, ensuring it strikes the perfect chord with potential employers.

1. Your Name in Lights

Think of your name as the title of your professional production. Ensure it's prominently displayed in a clear, legible font. This is your brand, the banner under which your professional story unfolds. A slightly larger font size commands attention and sets the tone for the narrative that follows.

2. Embrace Your Role

Echo the job title 'HR Director' right below your name, tuning your resume to the frequency of your target audience. This strategic placement acts as an instant qualification, aligning you with the role even before the curtain rises on your experience and achievements.

3. The Encore: Contact Information

Your phone number and professional email address are your encore, ensuring the audience—your potential employer—knows how to reach you for the next act. An error here could mean a missed connection, so review this information meticulously. A professional email format ([email protected]) maintains the decorum expected from an HR Director.

4. Stage Presence: Location

"San Francisco, California" isn't just a detail; it's an assurance to your prospective employer of your readiness and availability, eliminating any concerns about relocation. It suggests you're already part of the local or regional talent pool, making you a more accessible candidate.

5. Beyond the Footlights: Online Profiles

Consider including a link to your LinkedIn profile or a personal portfolio. These platforms offer a deeper dive into your professional journey, providing a broader view of your credentials, endorsements, and network. Ensure these profiles are curated and echo the professionalism of your resume.

The Personal Details section is your overture, starting your resume on a high note. Precision here sets the tone for the narrative ahead, assuring every detail contributes to your professional portrayal. Think of it as the opening aria of your career opera—essential, compelling, and memorable.

The Experience section is where the spotlight intensifies, illuminating your professional achievements and aptitude. For an HR Director role, this section is your center stage, showcasing your directorial finesse in the realm of human resources. Let's direct this act to reflect your unparalleled expertise and strategic capabilities.

• Developed and executed HR strategies that successfully aligned with the company's business goals, resulting in a 20% increase in employee engagement.
• Oversaw the employee lifecycle, introducing innovative recruitment strategies that reduced hiring time by 30%.
• Managed and resolved HR legal issues, ensuring 100% compliance with local, state, and federal regulations.
• Provided expert guidance to a 20‑member HR team, boosting team productivity by 25%.
• Collaborated with the executive team, driving organizational performance that led to a 15% increase in company efficiency.
• Led a major HR policy overhaul, enhancing workplace diversity and reducing employee turnover by 10%.
• Implemented a mentoring program that led to a 15% improvement in staff retention.
• Played a key role in managing the company's annual performance appraisal process for over 1,000 employees.
• Developed and delivered HR training programs, resulting in a 20% increase in HR staff competency.
• Created an employee recognition program that boosted employee morale and appreciation scores by 30%.

1. Analyze the Script

Begin by scrutinizing the job description, highlighting keywords and phrases related to HR roles and responsibilities. This step helps in aligning your experience with the expected duties of an HR Director, such as 'developed HR strategies,' 'managed the employee lifecycle,' and 'ensured compliance with HR practices.'

2. Set the Stage

Structure your experience chronologically, with your most recent and relevant roles taking precedence. For each role, list your job title, the company name, and your tenure. This organization provides clarity and allows your career narrative to flow seamlessly.

3. Highlight Your Performances

For each position you've held, articulate your achievements and responsibilities, tailoring them to match the job requirements closely. Use dynamic action verbs to start each accomplishment statement, painting a vivid picture of your proactive leadership and strategic initiatives.

4. Quantify Your Applause

Whenever possible, quantify your achievements. Numbers serve as tangible proof of your impact, adding credibility and depth to your narrative. For instance, 'introduced innovative recruitment strategies that reduced hiring time by 30%' demonstrates measurable success.

5. Encore: Relevance is Key

Focus on experiences that resonate with the role you're applying for. Extraneous details, while potentially interesting, can detract from the coherence of your professional story. Tailor every point to echo the HR Director's role, ensuring your experience resonates with the expectations of your potential employers.

Your experience section is your standing ovation. It's the proof in the pudding, the evidence of your capabilities and readiness for the HR Director role. Frame it thoughtfully, highlighting the breadth and depth of your experience. You're not just a participant in the world of HR; you're a leader, ready to take the stage.

The Education section of your resume, while seemingly straightforward, warrants a keen eye for detail and alignment with your career aspirations. For an HR Director, this section underscores the academic foundation that underpins your expertise. Let's refine it to reflect the scholarly gravitas of your role.

1. Identify the Prologue

Your first step is to highlight the educational qualifications explicitly mentioned in the job description. In this case, 'Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred,' aligning your education section with these requirements sets a strong foundation.

2. Scripting Your Academic Journey

Maintain clarity and brevity in listing your academic credentials. Include the degree obtained, your field of study, the institution's name, and your graduation year. This structured presentation ensures your qualifications are assessed swiftly and favorably.

3. Tailor for the Role

Ensure the degrees and fields of study you list resonate with the HR Director role. Your educational background in 'Human Resources' and 'Business Administration' directly corresponds with the prerequisites of the position, underscoring your suitability and preparedness for the role.

4. Optional: Highlight Relevant Courses

While not always necessary, mentioning relevant courses can bolster your candidacy, especially if your degree broadly covers the job's scope. Highlight coursework that fortifies your command over HR practices, strategic planning, or labor law compliance.

5. Additional Accolades

Should you have graduated with honors, led academic societies, or completed substantial projects relevant to human resources, consider listing these achievements. However, measure their significance against the level of the role to maintain relevance and brevity.

Your education section isn't just about ticking boxes; it's a testament to the depth of your understanding and your commitment to the field of HR. Craft it with the same care and intention as every other part of your resume, letting it serve as the academic cornerstone of your professional narrative.

Certificates

In the realm of HR, certifications are like badges of honor, signaling your commitment to excellence and ongoing learning. For an HR Director, they underscore specialized knowledge and adherence to industry standards. Let's curate your certifications to reflect the caliber expected from a leader in the field.

1. Key to the Kingdom

Revisit the job description to underline certifications specifically requested, such as 'PHR or SHRM-CP required.' These are your golden tickets, validating your expertise and aligning you with the professional standards expected of an HR Director.

2. Choose with Intent

List certifications that speak directly to the core competencies and responsibilities of an HR Director. Prioritizing these over more general or unrelated accolades ensures that your resume speaks the language of your intended role.

3. The Timeframe Tells a Story

Including the acquisition or validity dates of your certifications can provide context regarding your professional development timeline. This detail is particularly important for certifications that require renewal, demonstrating your commitment to staying current in your field.

4. A Continuous Journey

The HR landscape is ever-evolving, and so should you be. Continuously pursuing relevant certifications not only enhances your skill set but also signals to potential employers your dedication to professional growth and adherence to the highest standards.

By thoughtfully selecting and presenting your certifications, you underscore your suitability for the HR Director role. These accolades are testament to your expertise and dedication to excellence. Let them be the jewels in your professional crown, shining brightly for all to see.

The Skills section of your resume is your professional arsenal, a concisely curated list of the tools and talents you bring to the table. For an HR Director, this section highlights your strategic, interpersonal, and technical aptitude. Let's refine your skills to reflect the breadth and depth of your expertise.

1. Dissecting the Blueprint

Start by decoding the job description to extract both explicit and implicit skill requirements. For an HR Director, skills like 'labor law compliance,' 'interpersonal communication,' and 'strategic planning' are keys to showcasing your fit for the role.

2. The Perfect Ensemble

Reflect on your repertoire of skills, selecting those that harmonize with the job description. This alignment not only demonstrates your suitability for the position but also showcases your strategic insight and capability to fulfill the role's demands effectively.

3. A Symphony of Skills

Organize your skills in a manner that is easy to digest, prioritizing those most relevant to the HR Director role. This layout ensures that a quick glance is enough for the hiring manager to recognize your compatibility with the position.

Your skills section is a powerful affirmation of your capabilities as an HR Director. It articulates not just what you can do, but the value you bring to the table. Let it resonate with confidence, showcasing a suite of skills that makes you the ideal candidate.

In the global theater of business, linguistic versatility can be a distinctive advantage. For an HR Director, the ability to communicate in multiple languages can deepen engagement with a diverse workforce and enhance the efficacy of your leadership. Let's compose your languages section to showcase your global acumen.

1. Scanning the Stage

Initially, assess the job description for any language preferences or requirements. In our case, 'fluency in English' is explicitly stated, making it paramount to highlight this proficiency prominently in your resume.

2. Leading Languages

List languages beginning with those most relevant to your role and the geographical locale of the position. Your proficiency level in each language guides the narrative, showcasing your capability to navigate diverse cultural and linguistic landscapes.

3. The Ensemble Cast

Beyond the essentials, include other languages you're conversant in, with clear indications of your proficiency levels. This breadth illustrates your versatility and adaptability—traits highly prized in any HR Director.

4. Honesty in Performance

It's crucial to accurately represent your language proficiency. Whether 'Native,' 'Fluent,' 'Intermediate,' or 'Basic,' these distinctions provide a truthful snapshot of your linguistic skills, fostering trust and credibility.

5. Understanding the Audience

Consider the role's scope and the organizational culture when listing languages. In contexts where international collaboration or a multicultural workforce is prevalent, your multilingual abilities become a significant asset.

Your linguistic proficiency is more than a personal attribute; it's a professional tool that enhances your effectiveness as an HR Director. It signifies your capacity to lead in a world where boundaries are increasingly blurred. Let your language skills echo your readiness to engage with a globally diverse team.

Your summary is the prelude to your professional narrative, a concise but compelling snippet that captures the essence of your candidacy. For an HR Director, this section is your chance to assert your leadership, expertise, and vision. Here's how to craft a summary that encapsulates your suitability for the role.

1. The Grand Vision

Commence with a panoramic view of your career, emphasizing the breadth of your HR experience. This opening line sets the stage for a narrative that positions you as a seasoned HR Director, ready to steer the ship with wisdom and foresight.

2. Echoing the Role

Weave in skills and accomplishments that resonate directly with the responsibilities and requirements of the HR Director role. Highlighting elements like 'developing HR strategies,' 'managing the employee lifecycle,' and 'ensuring compliance' showcases your alignment with the role's demands.

3. A Brief Symphony

Concision is the soul of wit, and your summary is no exception. Distill your essence into 3-5 lines that compel and captivate, ensuring your professional identity is conveyed with clarity and impact.

Your summary is the overture to the narrative that follows, setting the tone for your resume. It's the distillation of your professional persona, designed to pique interest and invite further exploration. Let it reflect your qualifications, your aspirations, and the unique value you bring to the HR Director role.

Launching Your HR Director Journey

Congratulations on fine-tuning your resume with the guidance of Wozber's free resume builder ! With every section expertly tailored and optimized for ATS, your resume is now a powerful testament to your qualifications and readiness for the HR Director role. Take this final bow with confidence; your next great role awaits. Let your resume be the prologue to your next career chapter, where your leadership and vision as an HR Director contribute to shaping inclusive, high-performing workplaces.

The curtain rises. Exit stage left to your future successes. Bravo!

• Bachelor's degree in Human Resources, Business Administration, or a related field;
• Master's degree preferred.
• Minimum 8 years of progressive experience in HR, with at least 3 years in a leadership role.
• Demonstrated knowledge of HR best practices, labor laws, and regulatory compliance.
• Professional certification such as PHR or SHRM-CP required.
• Strong interpersonal, communication, and negotiation skills with the ability to build consensus among diverse stakeholders.
• The position demands fluency in English.
• Must be located in San Francisco, California.
• Develop and implement HR strategies and initiatives aligned with overall business goals.
• Oversee the full employee lifecycle, from recruitment to retirement, ensuring a positive and engaging work environment.
• Manage and resolve HR legal issues, ensuring compliance with local, state, and federal regulations.
• Provide guidance and support to the HR team, fostering professional growth and development.
• Collaborate with senior management to drive organizational performance and efficiency.

Other Human Resources Resume Examples

Use Wozber and land your dream job

Resume Builder

• Resume Experts
• Search Jobs
• Search for Talent
• Employer Branding
• Outplacement
• Resume Samples
• Human Resources

HR Director Resume Samples

The guide to resume tailoring.

Guide the recruiter to the conclusion that you are the best candidate for the hr director job. It’s actually very simple. Tailor your resume by picking relevant responsibilities from the examples below and then add your accomplishments. This way, you can position yourself in the best way to get hired.

Craft your perfect resume by picking job responsibilities written by professional recruiters

Pick from the thousands of curated job responsibilities used by the leading companies, tailor your resume & cover letter with wording that best fits for each job you apply.

Create a Resume in Minutes with Professional Resume Templates

• Oversee senior management succession and leadership planning, and work with senior management to establish a robust management succession plan
• Create and execute network headcount, talent acquisition and employee development strategies across WWops HR org
• Provide coaching and counseling to employees in areas such as management development, conflict resolution and career development
• Assist senior management in the development of solutions through organizational development and cultural and process-oriented perspectives
• Work closely with other department heads and support recruitment , competence development & performance management initiatives
• Success in people management, including attraction, assessment/hiring, development, and performance management
• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters
• Provide leadership and expertise for following Human Resource (HR) functions: employee relations, compensation, employee engagement practices, training, leadership development and coaching, organizational change and communications for a client group
• Drive completion of HR and client objectives through influence and working through others in the HR and client matrix
• The noise level in the work environment is normally moderate
• Partner with leaders to ensure transitioning managers receive first 90 days support to accelerate performance in role
• Manage employee relations issues with an eye towards ensuring AECOM remains an employer of choice
• In partnership and in accordance with Talent Management COE, advise and facilitate people management, career development and training
• Develop and implement programs which foster sound employee relations and engagement
• Reporting and insights to inform business decisions
• Learning and development
• Utilising data, KPI’s
• Develop effective Change and Engagement plans to support change activities across the service line
• Successfully deployed approach to Workforce Planning as part of the SL financial planning cycle
• High resilience, robustness and an unwavering focus on delivering tough business outcomes
• Provide strategic support and leadership to the implementation of ADM through firm wide collaboration across the service line working with the ADM lead and CoE’s
• Strong skills in leading change, project management & building relationships
• Commercially aware with a sound HR generalist background and proven business and commercial acumen
• In-depth knowledge of employment law and HR practices (Republic of Ireland) with a solid track record in managing / advising on complex / sensitive legal issues as well as considering the impact of new legislation and devising new HR policies and procedures
• High ability to manage change effectively, display initiative and follow through on development of ideas
• Highly developed influencing skills combined with the ability to manage a challenging and diverse client base and the confidence to question Management about actions / decisions
• Possess excellent leadership and communication skills - credible at senior level and able to challenge the status quo
• A team player with strong interpersonal and communication skills
• Expert skills in MS desktop software (Word, Excel and PowerPoint)
• Strategic thinker with confidence and speed in execution
• An acute sense of business management and administration

15 HR Director resume templates

Read our complete resume writing guides

How to tailor your resume, how to make a resume, how to mention achievements, work experience in resume, 50+ skills to put on a resume, how and why put hobbies, top 22 fonts for your resume, 50 best resume tips, 200+ action words to use, internship resume, killer resume summary, write a resume objective, what to put on a resume, how long should a resume be, the best resume format, how to list education, cv vs. resume: the difference, include contact information, resume format pdf vs word, how to write a student resume, interim hr director, universal pictures resume examples & samples.

• Operate as a business partner to MDs and drive the people agenda across the territories by spending time in their businesses, understanding their structure, markets and challenges
• Provide HR counsel to HR managers in territory in order to support their development and to drive the people agenda
• Responsible for recruitment, headcount and budget management across relevant territories
• Manage talent review process for relevant client groups and subsequent strategy planning for the HR agenda

HR Director, Nbcu International Resume Examples & Samples

• Operate as a business partner to the Corporate SVP’s and drive the people agenda by spending time with their SMT, understanding their structure, strategy and challenges
• Provide HR counsel to the SMT and their Line Managers in order to both support their development and to drive the people agenda
• Work as part of business leadership teams, where appropriate, to drive the overall success of the business
• Responsible for recruitment, headcount and budget management and reward management
• Encourage and enable effective Performance Management principles across Corporate
• Manage talent review process and subsequent strategy planning for the HR agenda
• Partner with leaders to Identify learning/development needs and build into learning plan for the business
• Work with the business on restructuring and organisational design initiatives
• Partner with L&OD to support the people agenda; embedding organisational change and organisational programmes
• Degree level business qualification and/or CIPD qualified

HR Director, Universal Pictures Resume Examples & Samples

• Provide HR counsel to HR managers in territory in order to support their development and to ensure the people agenda is prioritised
• Lead strategic initiatives across territories
• Manage annual organisational and talent review process (Talent Review) and subsequent strategy planning for the HR agenda
• Promptly and effectively deal with all employee relations issues; disciplinaries, grievances, etc
• Partner with leaders to Identify development needs and build into development plan for the business
• Work with General Counsel , Director of Legal Affairs to support Integrity issues throughout the business (including training & policy implementation)

Group HR Director, West Resume Examples & Samples

• Develop close alignment with the HR Vice President, work directly with the West Group President, West Group leaders and manage a team of HR Business Partners
• Demonstrable experience with professional presentation and conflict resolution skills
• Ability to prepare deliverables and reports accurately within a deadline driven environment
• Bachelor’s degree with a concentration in Human Resources or equivalent. Master’s degree or PHR/SPHR certification is preferred
• Must possess demonstrable knowledge and understanding of core Gannett HR Competencies

HR Director Resume Examples & Samples

• Experienced HR professional with a minimum of 8-10 years' experience in similar environments
• Bachelors in Business Studies or related degree with strong academic achievement and CIPD qualified. Masters in Human Resource Management would be advantageous
• Strong skills in leading change, project management & building relationships
• Ensure smooth processes for talent acquisition and transfer activities in support functions in close cooperation with global Rewards and lead the recruitment for the Senior Management team of the market
• Promote and develop overall compensation & benefit programs and ensure proper implementation. Ensure framework for local compensation programs based upon Global Salary Management System and local benefits programs in line with corporate guidelines
• Lead the HR team members and give functional direction according to the global, as well as local strategies and concepts - ensuring a harmonized approach to all relevant HR processes (one voice to the customer)
• Define organizational structure, set objectives, and manage workloads and results to achieve goals while adopting best practices and achieving continuous process improvement
• Be a trusted counsel to an Executive Vice President and their leadership team providing support and efficient implementation of HR procedures and processes
• Serve as a coach and guide to the leadership team on issues related to human capital strategy, talent development, career development and performance while being able to influence and challenge others at this level
• Lead transformational change efforts by providing consulting support, guidance and a framework for leading and managing change
• Partner with HR colleagues to support succession/talent planning efforts that ensure talent is being positioned and groomed across the company
• Understand and utilize pertinent data to provide insights to leadership that help drive business decisions
• Maintain and leverage strong relationships across the HR organization
• A minimum of 10 years of related experience working with senior leaders to shape, influence, and execute on the people strategy with proven results
• Ability to develop a thorough understanding of client business operations in order to balance key business and HR priorities
• Ability to develop strong, credible relationships with senior leaders
• Expertise in change management, talent management and employee relations
• Master’s degree and/or HR credentials preferred
• Industry experience in media or digital companies a plus

HR Director Enterprise Segment Resume Examples & Samples

• Partner with senior management to develop and translate business strategy to talent management strategy and coordinate implementation
• Build and lead large scale structural and organizational design changes
• Assess, develop and coach executive and senior management teams
• Lead senior talent and performance management efforts
• Bachelor’s Degree – MBA or Master’s Degree preferred
• Demonstrated success in establishing business relationships as an advisor and consultant with strong HR expertise and judgment
• Provide a pro-active and responsive ‘single point of contact’ Business Partner interface, ensuring successful and continuous delivery of HR related services to the business segments
• Work with the business segments leaders/managers to develop and deliver a people strategy and plan that closely aligns with the wider business strategy including
• Organisational Design
• Headcount Management
• People Management/Leadership
• Build excellent close working relationships with the leaders and internal customers of the business unit
• Act as coach & confident
• Manage business unit demand for HR services to ensure the most effective and scalable use of HR investment that supports Rackspace high growth environment
• Coordinate HR strategy between business units
• Contribute to the development of both local and global HR systems, process and tools
• Lead on ad hoc HR-driven projects
• Contribute to the wider International and Global HR agenda
• Increase the profile, awareness and perceived value of HR across the organisation
• Contribute as a leader within both the business segment, the HR team and the wider business - challenge thinking/ways of working and make a valuable contribution to overall business objectives
• Direct Reports: 4
• The Business segments consists of various Sales, Support & G&A functions, the specific business segments and the number of Rackers will flex as we grow
• Location: Hayes Park, Hayes - some national and international travel may be required
• Budgetary: This will include headcount and all costs associated within your responsible area

Senior HR Director Resume Examples & Samples

• Serve as a senior HR business partner to assigned client executives to resolve problems and act as in-house consultant, providing expertise regarding matters affecting human resource activities in those business groups
• Ensure HR practices and procedures are 100% compliant with company policy and all applicable laws
• Establish goals and objectives for human resources staff, including the implementation of policy, and the establishment of internal operating practices and procedures. Establish internal controls and monitor activities of HR staff to ensure operating quality
• Plan and monitor overall budget for human resources, and initiate and approve (as designated) requests for resources through the appropriate chain of command
• Ensure HR programs embrace applicants and employees of all backgrounds, and champion the full development and performance of all employees
• Encourage positive work environment and productive staff relations. Drive the overall coordination and collaboration between all functional areas in HR, including the HR Business Partners
• Maintain professional and productive working relationships with major suppliers, vendors and subcontractors and lead negotiations for services and/or equipment
• Develop appropriate policies and programs for effective management of the people resources of the company. Included in this area but not limited only to the following would be programs for employee relations, affirmative action, sexual harassment, employee complaints, and career development
• In concert with the head of HR and/or Senior HRBP, represent human resources function to management, resolving problems or conflicts. Work closely with in-house legal counsel and management on employee litigation matters
• Make recommendations to senior management to improve efficiency/effectiveness of human resource service delivery
• Through subordinates, manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation
• Maintain knowledge of international HR policies, programs, laws and issues. Understand the differences of domestic and international policies and programs and coordinate the integration of all such programs. Be a global leader of the HR organizational culture around high performance, effective teamwork and confidentiality
• Strategic workforce planning to include: US, International and offshoring experiencing
• Talent management succession planning expertise
• Demonstrated strengths in organizational skills required in selecting, managing and developing assigned staff
• Demonstrated executive leadership in a large-scale, complex, global structure. A well-organized and self-directed individual who is "politically savvy" and a team player. An intelligent and articulate individual who can relate to people at all levels of an organization and possesses excellent communication skills
• Strong business and financial acumen, ideally with both knowledge and global experience
• Demonstrated consistent adherence to Code of Conduct and ethical standards in relating to all business
• An excellent facilitator who demonstrates maturity of judgment under pressure; ability to balance multiple priorities in resolving/mediating human resource problems or issues with undue delay and unnecessary adverse impact to employees or the Company
• Works effectively by virtual means and/or in-person with internal users and external vendors; exceptional written and verbal communication skills to secure/facilitate appropriate action and effectively utilize resources
• Demonstrated ability to learn quickly; listen and communicate well in diverse situations with persons from varied cultural and diverse backgrounds
• Flexibility and adaptability to changing requirements, dictated by a dynamic business model
• Process improvement experience desirable
• Highly results-oriented. Motivated by service levels and efficiency, metrics oriented
• Proficient in all Microsoft office applications (Excel, PowerPoint, Word) and Outlook
• Provide exceptional employee support in a R & D environment. Facilitate effective communication to assigned business leaders, from Directors through Supervisors, and employees on Company policies, practices, and initiatives
• Provide guidance and support on HR operations for business initiatives on the Melville campus, ensuring that assigned business groups adhere to and advance the Company’s commitment to best-in-class employee policies and practices
• Deliver quality service within the current HR structure and processes while evolving operational practices for the business through HR's transformation. Coordinate with appropriate global HR service delivery leadership to ensure consistency and cohesiveness across the delivery of the services
• Minimum of 8 years’ experience
• Bachelor’s Degree Required
• Employee and/or labor relations experience is preferred
• Ad-hoc travel across multiple sites

HR Director, Nemea Resume Examples & Samples

• Lead performance management initiatives across multiple locations, including establishing standards and current practices in new locations, in accordance with the company-wide timeline and process
• Manage employee relations matters, including severance procedures as necessary, both remotely and in-person as required
• Partner with mobility specialists to understand and follow local guidelines for all immigration/visa related issues in a multitude of international locations
• Partner with VMware recruiting teams to ensure that the talent acquisition strategy meets the needs of VMware’s growing business
• Carryout action plans related to employee satisfaction survey responses and needs analysis assessments
• Provide management coaching in order to establish strong foundational leadership bench strength in new and remote locations
• Business Acumen and the ability to translate business plans and goals into human resource capabilities needed to achieve results
• Ability to influence at all levels throughout the organization and drive change in the best interests of VMware’s employees
• Effective coaching and consultation skills cross-functionally and at all levels
• Innovative thinking to find efficient and innovative ways to solve complex problems
• A role model of integrity and strong leadership characteristics
• Ability to motivate others through infectious passion and perseverance
• Ability to act as a consultant with various stakeholders, both internal and external
• Superb communication skills, both written and oral, with the ability to persuade others with facts and best practices gained from experience
• Significant experience in Human Resources leadership role(s)
• Master’s degree in Human Resources Management, Organizational Development, Industrial/Organizational Psychology, and/or an MBA preferred
• Establishing the HR function and team for Vancouver
• Management of HR operations, ensuring employment contracts are current and compliant, development of reporting and tracking procedures, compliance with Canadian immigration and local HR legislation, ongoing analysis of relevant government incentives, management of benefits for employees, management of workers’ compensation and employee policies and procedures
• Management of recruitment, training, performance management
• Creating a safe workplace by ensuring health and safety issues are reviewed, identified and resolved
• Actively participating on the Vancouver leadership team through operational planning, development of company guidelines and policies, project bids, planning and driving the Vancouver culture
• Conducting all activities with financial awareness and accountability
• Maintaining a professional attitude combining cooperation, courtesy, confidentiality, diplomacy, knowledge sharing, learning and respect
• At least 5 years’ experience in a Human Resources management role
• Experience working within a complex organisational structure
• A deep understanding of Canadian and British Columbian employment legislation
• A working knowledge of international employment legislation and Canadian immigration requirements for temporary skilled workers
• Formal qualifications in Human Resources (ideal but not essential)
• Excellent communication, problem solving and influencing skills
• Senior/Director level experience of leading HR Service teams in a large, complex organisation
• Experience of HR Service delivery , HR systems (SAP HR), and working to SLA’s/KPI’s
• Experience of setting up, leading and developing large high performing teams from scratch
• Understanding of current best practice and its practical application to the employee lifecycle
• Track record of delivering strategic initiatives that enhance business performance
• Proven experience in managing the client relationships at a strategic level
• Proven experience of managing budgets successfully
• Demonstrates resilience in a complex, challenging environment
• Able to build strong, trusted relationships across the function, the wider BBC and externally
• Exceptional communicator; an ability to influence and persuade at Executive Level
• Confident using data and insight to create leading edge, innovative tools/solutions
• Fellow CIPD qualified or equivalent experience at Director Level
• Working in partnership with the compensation and benefits team, provide compensation support, including salary planning and benchmarking across a diverse range of markets in various countries. Understand and abide by current local employment laws/regulations in a wide range of global locations
• Working with Global Talent Development, identify training needs and subsequently support the development and rollout of offerings for professional development
• Review and analyze data to identify trends and recommend solutions to improve organizational results, employee performance, retention, and employee morale
• Champion the development of high potential employees, including those identified during succession planning considerations, to ensure their retention and achievement of career milestones; utilize existing development program for high potential employees
• Evaluate the organizational structure in existing and new locations for optimal business performance
• Diagnose and identify problems and drive appropriate solutions utilizing creative change management strategies
• Skills in communication, analytical thinking, driving results, influencing, consulting and collaboration with various levels in the organization
• Proven ability to work independently, manage to deadlines and multiple priorities; work under pressure and handle confidential information appropriately
• Flexible and able to toggle between multiple projects and priorities. Comfortable with quick changes of plan
• Proven analytical skills to gather and analyse data and formulate practical solutions based on analysis
• Comfortable with incorporating various points of view. Ensures that all positions are heard and incorporated into recommendations
• Key skills and abilities include coaching, influencing, facilitation, presentation, communication, process development, analysis, and problem solving
• Ability to function in a matrix environment
• Ability to envision HR initiatives at a high level, as well as dive deep to implement necessary changes and strategies
• Prior experience working in a High Tech environment preferred
• Experience in an HR specialty a plus

HR Director, China Resume Examples & Samples

• Understand the business and strategically build the organization capability, develop leaders champion the business change effort to support the business agenda
• Lead and develop the team to provide professional HR support and advice to different functions
• Act as a business partner to provide strategic people advice and counsel to functional leaders to drive business growth
• Review, develop and align HR strategy and policy in compliance with business needs for short-term and long-term perspective
• Implement and manage HR processes professionally, including recruitment, performance management, talent and succession planning, induction program, C&B and ad hoc projects
• Lead learning and development effort for both corporate and retail team
• Manage HR and training budget
• Work with global and regional team to roll out global HR programs / initiatives. Enhance the company culture and drive the employee engagement
• Essential - MCIPD, or equivalent educational achievement (Level 7) plus experience
• Knowledge of current Human Resources Development thinking and evidence of Continuing Professional Development
• Ability to deliver tangible, bottom line results showing strong business / commercial acumen within a significant business unit. Able to contribute as a full member of the divisional leadership team
• Ability to take and be accountable for decisions, balancing risk against value as appropriate
• Ability to own and solve business problems bringing in support from other areas as appropriate
• Ability to implement and support a customer-centric approach
• Proven ability to lead, develop and inspire a significant team within a business
• Communicates, challenges and influences a variety of stakeholders effectively. Ability to present sound and well-reasoned arguments to convince others. Can draw from a range of strategies to persuade people in a way that results in agreement or behaviour change. Where necessary resolves highly-charged, high-profile conflicts
• Adapts and works effectively with a variety of situations, individuals or groups
• Able to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically. Able to identify causal relationships, and construct frameworks, for decision making and problem-solving. Takes decisions at times when there are many unknowns, but procrastinating is not an option. Transforms proposals/ideas into practical reality
• Personally resilient. Is able to dig deep and deal with disputed issues and ethical dilemmas. Represents and promotes the reputation of HR and takes accountability for the actions of the HR team

Senior HR Director Sub-saharan Africa Resume Examples & Samples

• Manage the HR Generalist Team in sub-Saharan Africa
• Execute Regional HR programs, practices and processes in 28 countries
• Ensure compliance with local labour laws and global policies in all counties
• Work with external stakeholders and other support functions to ensure an enabling environment for the business in countries where Ericsson is present
• Manage delivery from global and local vendors
• Engage with Ericson customers when concluding outsourcing deals or Mergers / Acquisitions
• A Bachelor degree in a Human Resources or related fields is required, a post-graduate degree in a Human Resources or related fields is preferred
• 10 – 15 years’ experience in the HR functional area
• 3 – 5 years line management experience
• Strong leadership track record, senior leadership experience preferred
• Sub-Saharan Africa experience or exposure
• Experience being on a Senior Management or Leadership Team in a large national or multi-national business
• Previous experience in an international business role an advantage
• ICT sector knowledge and experience

Associate HR Director Resume Examples & Samples

• Communicating with local regulatory authorities; sourcing and reporting potential high level candidates for management team of purchased target companies
• Assisting in designing the company's recruitment plans based on the business development demands and talent recruitment plans of various department of regional entities
• Designing HR procedures and mechanisms regarding on boarding, departure, and internal job transfers
• Negotiate with unions regarding collective bargaining negotiations
• Handle / manage union grievances
• Negotiate compensation & benefits
• Administer labor relations policies and agreements
• Draft contract proposals and compile information and statistics
• Advise on organizational policy matters
• Keep records of personnel transactions
• Create and implement training and internal development programs
• 10+ years of Labor Relations experience
• Provide onsite HR leadership, serve as main point of contact for all recruitment, learning, OD, benefits and employee relations issues
• Manage staffing process, working with hiring managers and staffing center to identify recruitment strategies as well as ensure diverse candidate slates and top quality candidate selection
• Manage performance and union avoidance activities / initiatives in collaboration with legal and labor relations
• Manage/mentor more junior members of HR staff
• Minimum 5-7 years of relevant HR Business partnering experience including recruiting, performance management, salary planning and organizational development
• Experience managing and/or mentoring more junior members of HR staff
• Experience with SAP and/or Brassring (or related tools)
• Ability to and be comfortable working in both a corporate environment as well as a production environment
• Ability to work in a diverse and fast paced environment
• Significant experience in leading, managing and coordinating HR activities across central Europe, Middle east and Africa specifically in France, Germany and Italy
• Experience partnering with business leaders demonstrating a commercial mind
• Experience of having supported and lead significant change efforts
• Experience of managing a team of HR professionals to deliver shared objectives
• Experience of working with ambiguity and in a fast-paced, agile and changing environment that is highly matrixed, building a people network to accomplish results
• Ability to communicate and influence effectively with all levels of leaders and employees across cultural boundaries
• Experience of influencing and collaborating with a community of experts within HR to achieve business results
• MCIPD qualified preferable
• Strong business acumen. Understands how to interpret business strategy and provide HR capability and solutions to align to it
• Well- developed decision-making skills. Works collaboratively to understand issues generate options and provide well-considered and data driven recommendations
• Empowers, supports and coaches people to work independently and resourcefully. Understands how to manage other managers and delegate effectively
• Understands, teaches and uses business and leadership models
• Brings an objective perspective in managing business problems. Provides insight regarding people, organizational dynamics and the business and translates this insight into sustainable solutions balancing the client group's interests with the needs of the company
• As the HR Director you will manage a full spectrum of HR services including recruiting, staffing, employment administration and employee termination, employee training and development, delegate administration, performance evaluation coordination, employee relation and communication, etc
• You will ensure sufficient workforce and talent pool planning
• In this role you will provide essential training programs such as new employee orientation, performance training, as well as develop new training to meet departmental and/or employee needs
• You will act as a business partner and play a key role in working with line managers and senior management in developing and monitoring team performance and development
• Have the intellectual bandwidth to be able to work across multiple issues and areas of the business
• Demonstrate strong operational team management skills and have the potential to inspire and motivate people at all levels
• Be able to build quickly strong relationships, promote collaboration across UK
• Be innovative, advocate and encourage new ideas and initiatives
• Act as an ambassador for One Pearson, actively seeking to implement globally consistent frameworks and toolkits
• Commercial: the successful candidate must have the ability to see talent from a business perspective
• Be seen as Change agent…has ability to simply explain reasons for change, emphasising the benefits of change to gain support
• Extensive experience as an HR Senior Manager or HR Director – broad generalist experience in employee relations, employee engagement, HR administration and supporting performance management
• Experience of leading across geographies and global teams and developing people at all levels
• Proven track record of high performance / service delivery in HR operations and projects
• Proven track record working with senior business leaders in a client serving context
• Proven track record of managing medium size of HR team
• Proven track record of positive customer feedback

HR Director, Pacific Cycle Group Resume Examples & Samples

• Implements employee benefit programs, compensation structures, compliance and reporting functions, organizational structure and development, performance management, employee relations, recruitment and retention, diversity and affirmative action processes and company polices
• Collaborates with senior management team to develop strategic and tactical management planning and to define the human resources goals and objectives
• Provide leadership and consulting support to management, on matters of goals setting, policy development, and strategic implementation in support of achieving corporate objectives and business growth
• Identifies training needs and in conjunction with the Global HR team, facilitates the Training and Development Curriculum
• Participates in workforce planning and gives approvals as to allocation, procurement and retention of employee
• Provides guidance and approvals as to the development of new positions and changes to existing positions and departments
• Oversees and assists in recruitment, interviewing and employee selection
• Ensures compliance with all benefit plans and other government reporting
• Handles employee relations issues including HR investigations, compensation issues, and claims
• Holds a final approval authority on compensation changes together with management and department managers
• Consults with managers and management in talent planning and development
• Ensures PCG provides a safe workplace for all employees and ensures compliance with OSHA standards
• Provides HR leadership and counsel on critical business unit projects
• Conducts site visits to each facility on a quarterly basis, or more frequently if needed
• 10 years’ experience in Human Resources to include management of recruitment & selection, employee relations, compensation management, training & development, safety, and benefit plan design
• Learning and Development technical expertise and platform delivery skills
• Experience consulting with executives regarding HR issues and in long term HR strategic planning
• Knowledge of all applicable labor and employment law
• Must have strong PC skills in Microsoft Office
• Must have previous experience managing a budget
• Must have experience working in a union environment
• Must have positive, upbeat attitude
• CP or SCP designation (formerly PHR or SPHR)
• Experience in the consumer products industry
• Experience in the bicycle/sporting goods industry
• Experience in an import environment

Interim HR Director Resume Examples & Samples

• Commerical Acumen : Understanding the unique roles and responsibilities, strategic goals, and business needs
• Supporting the expansion of CME Group into new International locations : Identifying and Assessing new locations, part of business assessment team, assessing employment environment, availability of Talent, ease of operation etc. New locations in process include – Bangalore and continued build out in Belfast, NI
• Leadership Liaison and Organisational Effectiveness : Working with senior management within these locations to define talent management needs and to design and implement HR programs and practices (e.g., organizational design, workforce development/planning, talent review, succession planning, etc.) that are aligned with and support the goals of the division and CME Group
• Restructuring : Assisting senior management in developing solutions through organizational development (e.g., restructuring, roles and responsibility clarification, competency development, etc.)
• Leadership Development and Talent : Facilitating leadership development and key talent retention efforts (e.g., succession planning, coaching/counselling, employee recognition, etc.)
• Employee Relations : Advising management with respect to employee relations and performance management issues, with an emphasis on early identification and resolution. This is a key part of the role and we seek someone with vast ER experience internationally
• Adherence to country requirements : advising management on best practice as relates local employment jurisdiction, immigration requirements and record keeping (including annual audit)
• Policy Design, Assessment and Application (by country) : Assisting with implementation and administration of company-wide and international human resources policies, procedures, and practices (e.g., performance management reviews, diversity and inclusion initiatives, comp & benefits programs, organizational changes, etc.) in accordance with stated corporate policies, practices and objectives as well as relevant regulations
• Globalising HR : Advising on input into the design and development of company-wide HR initiatives and programs to ensure they are aligned with international business requirements and local statutory requirements
• Leveraging HR Specialist Teams : Partnering with specialized HR areas (e.g., compensation, recruitment, training) to ensure specific needs of the locations are met
• Management Information : Gathering and analyzing data to assess the effectiveness of HR initiatives and programs
• Education : Educate CME Group HR team on trends and pressing issues facing international workforce
• M&A liaison and participation in bidding processes and integration efforts of newly acquired companies : Assist with international M&A activities when applicable
• Payroll Liaison : Serve as liaison to international payroll providers and US payroll team as needed
• Onboarding in regions : Design and ensure delivery of new employee orientation sessions for international employees
• JV support : Provide similar HR support to international subsidiaries and joint venture/partnerships as needed
• Incident Response : Acts as Incident response lead for London & Belfast offices – part of critical IRT team
• Business Continuity : Acts as Business Continuity lead for London & Belfast office for all security, safety concerns that may affect workers based in UK offices
• Strong and demonstrable experience managing diverse HR functions; strong foundation in Generalist HR
• Strong understanding of Europe, Middle East and Asia employment practices and regulations
• Merger and acquisition experience
• Bachelor's degree (or equivalent) in a related field
• Financial services industry experience is preferred
• Familiar with Peoplesoft HR
• Knowledge of other HR Operating and Recruiting tools advantageous

HR Director, th St Flagship Resume Examples & Samples

• Oversees the Diversity vision, strategy and execution of the programs and initiatives
• Owns the on-boarding process of all new employees, Chief Educator
• Understands talent capacity and promotes career growth within the store
• Ideally, 10+ years of related human resources and/or retail supervisory experience
• Strong leadership, interpersonal and communication skills. Communicates clear and specific expectations
• Work closely with other department heads and support recruitment , competence development & performance management initiatives
• Develop and implement policies by formulating local policies in accordance to local Labor Law and Corporate/Regional HR policies to ensure that the company is perceived as professional and fair employer
• Min 5-6 years of experience in leading a team
• Min Bachelor degree, MBA, CIPD would be an advantage
• Experience in Change Management
• Executive leadership
• Methodical and systematic approach

PA to Executive HR Director & Director Compensation & Benefits Resume Examples & Samples

• Providing comprehensive assistance to the Directors at all levels in an extremely fast paced environment across multiple time zones and different areas of the organisation
• Be an ambassador, gatekeeper and point of contact for the Directors at all times, dealing with all matters efficiently, sensitivity and reliably
• Understand the Directors priorities, reorganising workload and tasks accordingly to ensure the Directors are able to deliver
• Co-ordinating and managing both of the Directors active and at times challenging diaries, managing time effectively and intelligently; using initiative to prioritise urgent matters to ensure the smooth, timely and professional running of the office at all times
• Organising and co-ordinating the communication of regular internal and external meetings within the Hr team and other departments and contacts; communicating all relevant information (either recurrent or ad-hoc) to the attendees for these meetings, and be able to advise on any requests or changes. Distributing agendas, presentations and post meeting minutes when required
• Completing a broad variety of administrative tasks for the Directors including the organisation of meetings (participant availability, meeting room booking, relevant equipment and picking up of guests from reception and providing refreshments/hospitality); Draft presentations, general communications and correspondence, routine and ad hoc reports; prepare spreadsheets and any other documentation whilst managing the on-going workload
• Managing and organising the Directors business travel locally and internationally; booking flights, accommodation and transfers; providing & completing trip itineraries
• Responsible for general office administration for and on behalf of the Directors, as required including the organisation of cars and couriers when required
• Active diary management
• Meeting management including room and equipment bookings, coordination with AV, booking hospitality etc
• Phone management on behalf of the Directors e.g. fielding all phone calls and where possible answering queries/transferring calls to other points of contact
• Management of call co-ordination across multiple time zones
• Email management
• Manage all travel requirements including travel itineraries and bookings Travel and Expenses management (processing all expenses using SAP accurately and in timely manner )
• Raise Purchase Orders through SAP
• Preparation of presentations (PowerPoint/Word/excel)
• Significant demonstrable experience as an Assistant at Executive level (ideally having managed more than one Exec)
• Experience of working within a complex, high workload, fast paced environment
• Advanced level in Microsoft Office and technical facilities & equipment
• SAP experience (beneficial)
• Be exceptionally discreet and diplomatic at all times with an awareness of sensitive and confidential information and situations

HR-director Organizational Development Resume Examples & Samples

• Effectively lead and drive global and organizational leadership discussions to influence the direction of change initiatives and align on desired outcomes
• Provide thought leadership and expertise to functional leadership teams and to HR Business Partners on the development, implementation, and anchoring of culture change management projects across the organization
• Leads critical projects and/or initiatives that require knowledge and understanding of the company’s operations and appropriately apply change management principles, philosophies, and practices to deliver desired results
• Advises and facilitates discussions with business leaders and HR Business partners in matters related to organization development. Leads projects aimed at improving business results through changes to processes, systems, structure, and culture
• Responsible for utilizing tools to assess team member culture, including survey project management, action planning, communications analyses, and creating/delivering executive summaries
• Leads the overall design, planning, monitoring, and execution of Performance Management Programs
• Ensures projects are managed and delivered to achieve overall company goals and objectives
• Champions the desired culture, including but not limited to diversity and inclusion by modeling and embedding positive, inclusive behaviors in every aspect of his/her work
• Designs in partnership with executive leadership and in collaboration with the HR Leadership Team and HR Business partners, the complete design, structure, roll-out, communications, and execution of the Talent Review process at the Global Resource Center to include completion of the organization’s succession plan
• Leads the planning and execution of a succession planning process at the Global Resource Center and assist in the planning, facilitation, and execution of succession planning in the field and stores
• As part of executing change initiatives imparts expertise, knowledge, and provides coaching to HR team and to business leaders
• Work collaboratively with human resources business partners on high-potential team member identification, job assignments, and individual development and progression plans
• Lead resource and partner to leaders in their development to include managing 360 leadership assessments for leaders, at all levels, development planning, outside training recommendations and mentoring. Assist with identifying appropriate developmental tools and resources
• Conduct talent-related research and analytics, including ad-hoc survey design, employee metrics/research, and support
• Design and develop Career Development programs including Leadership Development curriculum and assessments at the Global Resource Center
• Lead and collaborate with HR team to compete for and earn recognitions as a “Great Place to Work”
• Provide talent management and organizational development expertise to internal partners, leading “brainstorming” discussion and assessment of talent gaps and opportunities; identifies and proposes talent solutions to meet those gaps and advance results
• Consults with leaders and human resource partners to continuously improve on design, redesign/restructure and alignment of organizational structures and business processes with strategy
• Conducts organizational assessments and diagnostics to uncover trends and insights, identify causes of organizational issues, and generate recommendations for improving organizational performance
• Minimum 6 years of experience in Organizational Development
• 8+ years in an HR Generalist/HR Business Partner role with Employee Relations required
• Proven success designing, implementing, and executing talent development strategies and programs in areas of talent reviews, coaching, succession planning, senior leadership development, and performance management
• Strong knowledge of a variety of change management principles, practices, processes and techniques. Ability to design facilitation processes and understanding of inherent group dynamics
• Strong/dynamic facilitation skills
• Strong expertise and experience in job and organizational design
• Track record must clearly demonstrate true strategic capability, i.e

HR Director, Operations Resume Examples & Samples

• As the HR Director, you must be able to understand the financial and business strategies of the organization to assure that human resource capabilities enable the organization to achieve its objectives
• You will drive strategic expansions for the Operations organization in the region and will also help streamline performance in our existing operations
• In this role you will provide APAC succession strategy to identify Operations talent and effectively move leaders across regions and countries
• You will be responsible for mergers & acquisition projects, the position will support the Operations teams to grow faster in key markets in Asia
• This role will give you the responsibility to serve as key team member of the Asia Pacific HR Leadership team to set and execute HR strategy and game plans
• You will play a key role in developing and implementing key HR processes and tools that will enable managers to obtain the optimum contribution of associates
• Deliver all HR programs including compensation, benefits, performance management, employee relations, recruiting, employee retention and coaching
• Review HR sections and edit RFPs for new clients
• Project Management development and optimization of HR process for transitions
• Advises and counsels managers within respective client group on all employee relations that pro-actively addresses issues that surface; mitigates risk to the company; and elevates the manager’s level of coaching
• Lead Operational Execution for transitions
• Interface with client HR team and host functional calls as appropriate
• Partner with HR leadership and BU leadership to build, grow and enhance framework related to successful new business development and employee transitions as a result of growth
• Manage a team of HR Managers supporting Client Accounts across the US
• Bachelor’s degree with a minimum of 8-10 years relevant Learning and HR Generalist experience
• Ability to manage highly confidential information with unquestionable integrity
• Ability to deal with ambiguity, and have good judgment in resolving issues, able to juggle multiple priorities effectively, and drive change
• High degree of accuracy and attention to detail are essential, as are superb organizational and project management skills
• Team player with the ability to work independently and be accountable for results
• Highly professional and ethical
• Ability to build strong working relationships with all level of employees and external contacts
• Strong proficiency with Microsoft products especially Microsoft Office (Outlook, Excel, Word, and PowerPoint), and PeopleSoft

Senior HR Director & SBP Resume Examples & Samples

• Ensures Talent – Where and When We Need It - Designs and leverages integrated people strategies based on a holistic understanding of our diverse workforce; enabling the attraction, development, and retention of top talent
• Enables Peak Organizational Performance - Identifies the business need and shapes organizational solutions that drive sustainable outcomes
• Drives Operational Excellence - Reinforces global and standardized policies, processes, and technology for service delivery to increase operational effectiveness and efficiency
• Builds Sustainable Relationships - Establishes trust with constituents through proactive solution development, delivery against commitments, and honest, transparent communication
• 10-12 years of progressive experience in Human Resources
• Substantial management experience
• Experienced HR Manager
• Strong Communication & Project Management skills
• Experience within L&D
• Proven ability to work and contribute impact / outcomes

HR Director & SBP Resume Examples & Samples

• Organizational Capability Development
• Consulting/Change Management
• Development/Coaching
• HR Governance/Delivery
• Workforce Analytics and translation
• Follows direction of Senior Strategic Business Partner (SBP)
• Shapes and stewards company culture
• Initiates and sustains continuous dialogue with business leaders on both internal and external change issues and opportunities
• Leads and facilitates development of change plans and implementation of People Change
• Leads and stewards the development and implementation of “Big C” organizational capability plans
• Drives and deploys integrated talent management, development, compensation, performance management and workplace rights strategies – works collaboratively with COEs/GBS (Centers of Excellence/Global Business Services)
• Workforce analytics, translation of insights, design, development and implementation of HR strategies
• An active role as member of the Senior Leadership Team
• Leading the formulation and creation of long term people plans & initiatives for the Dublin organisation that are both business savvy and people oriented
• Providing pragmatic counsel to the Country Director and senior leaders on long term people plans, culture and organisational matters
• Change Management: working with the business partner to provide advice and support leaders on organisational design
• Talent Development: support all functions so that they can develop a coaching culture combined with a positive, proactive approach to talent development, especially leadership development and succession planning
• Team Leadership - this position has currently four direct reports. There is a Facilities Leader with two team members, two personnel in the People Team and an Internal Communications Co-coordinator
• Business Partner - this role will also be a People Partner to the Global Data Operations Organisation
• Trustee - this position is a trustee of a Dun & Bradstreet pension scheme
• Dun & Bradstreet strives to be a best practice employer. We hold a number of external awards such as Great Place to Work, Investors in People and Excellence Through People. The successful candidate will present insight and recommendations to the Dun & Bradstreet Dublin leadership team on organisational engagement
• Corporate Projects: This position has a reporting line to the European People Leader, based in the UK. There is currently an organisation wide programme underway to create an outward facing, forward leaning culture in Dun & Bradstreet. The successful candidate will be part of the development of our culture and also work on corporate wide initiatives such as the implementation of a new People System
• An experienced HR/People professional with progressive human resources experience with leadership exposure is preferred
• A third level degree in human resources, business/ related discipline/ relevant CIPD qualification. Strong operational background, particularly HR processes & employment legislation is required
• Knowledge of HR systems preferred
• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations
• Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values
• Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments
• Problem-solving and analytical decision making ability
• Strong planning and organisational skills
• Effective communication and listening as well as counselling skills
• Ability to work independently and thrive under pressure
• Role model for integrity ensuring fair and transparent processes at all times

HR Director Distribution Resume Examples & Samples

• Manage a team of HR Professionals to provide comprehensive HR Services for the US Distribution Center populations
• Provide coaching and guidance to leaders and associates regarding employment issues in such areas as policy and procedure interpretation/application, dispute resolution, corrective action, leaves of absence, harassment, IDPs and terminations
• Review, interpret, administer and ensure compliance with federal, state, and local employment laws, and company policies and procedures. Partner with legal on DFEH/EEOC charge responses
• Work with leaders to create and maintain workforce staffing plans. Manage recruiting efforts to ensure that competent, diverse, and skilled workers are hired; working to minimize turnover
• In partnership with CoE Benefits & Compensation Corporate team, oversee the implementation and execution of all benefits and compensation policies, procedures, and programs. Provide guidance on benefits and compensation strategy planning and administration for the DC population. Communicate all benefit and compensation programs
• Oversee the service levels provided by our temporary agencies. Coach and manage agencies toward improved time to fill, and lower turnover
• Ensure HR related issues with agency workers are handled timely and effectively by the agencies
• In partnership with CoE Talent Acquisition Corporate team and Procurement, negotiate contracts and rates
• Manage temporary work orders and coordinate with agencies to fulfill staffing needs
• Partner and communicate regularly with upper management and Loss Prevention on trending issues and initiatives
• Spearhead initiatives for the distribution center by developing programs and services to increases employee engagement, retention and job satisfaction
• Participate in succession planning to ensure talent is available and ready to assume positions of greater responsibility
• Oversee the performance management process and provide guidance to leaders on their employee reviews and evaluations. Provide training and consultation as necessary
• Oversee the execution and delivery of all local compliance training for all associates
• In partnership with CoE L&D Corporate team, deliver leadership training for all leaders on various HR topics, including ethics, labor laws, policies, and procedures
• Provide day-to-day direction and support to HR staff including proactive guidance, troubleshooting support, process improvement and issue escalation
• Develop relationships across the organization to strengthen HR involvement
• 7+ years experience in an Human Resources Generalist/Manager capacity
• HRIS system experience required
• Bilingual (Spanish) a plus
• Must have experience working in a warehouse environment
• Experience at a Fashion Retailer a plus
• Knowledge and experience of Federal and California employment laws
• Knowledge and practical application of all HR disciplines and practices
• Excellent verbal and written communication skills and attention to detail required
• Ability to stay calm at all times
• Must be proficient in Excel, Word, Access and PowerPoint
• Consult with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach
• Participate in company-wide programs and initiatives
• Viewed as a strategic business partner, change agent, and member of the line management staff
• Think, act and work with business management to drive human resources related improvement initiatives
• Engage in frontline management to sense human resources related health indicator within business group

Saks Fifth Avenue HR Director Resume Examples & Samples

• Driving Talent Management strategies throughout the Store in partnership with Store Leadership and Department Managers
• Coaching Store Leadership and Department Managers to enable the Managers to drive results through his / her respective teams
• Partnering with the Employee Relations Service Center to identify and resolve Store issues
• Partnering with the Centralized Recruiting team to provide requests, assess talent and facilitate the selection process
• Collaborates with the Regional Talent Development Director and General Manager on the co-creation and execution of the Store people strategy
• Coaching and development of the Store Leadership Team and the Management population, with a focus on development opportunities, leading an effective sales force
• In collaboration with Store Leadership, creates a workforce plan that supports the Talent Management strategy by anticipating future talent needs
• Assesses talent as part of the interview process to determine the best candidate for the position
• Oversees the Objective Setting and Performance Appraisal Processes
• Acts as a 'change agent' for the store to effectively support cultural transitions in support of strategic initiatives
• 4 year degree preferred
• Lead, oversee, communicate and deliver company-driven HR programs to management and all employees
• Assist local management with performance issues and alignment to objectives in order to ensure HR best practices and compliance requirements are met
• Ensure accurate interpretation and administration of HR policies and programs
• Build and maintain solid relationships, working effectively with business leaders, management, peers and employees
• Lead and drive positive organizational change
• Ad hoc HR projects as needed
• Broad based knowledge of the entertainment industry or attractions business
• Able to manage within a functional matrix structure, effectively communicating to a variety of partners, decision-makers, and interested parties
• Familiar with dynamic company structures, with an entrepreneurial spirit
• Lead strategic HR projects within your business unit and across the company
• Lead a small established HR team
• 5-7 years people management Experience
• Native Japanese & Fluent English language skills
• Solid HR Generalist Experience

PA to HR Director Resume Examples & Samples

• Delivers consistently and does not require active management
• Highly skilled at managing people's expectations and renegotiating at an appropriate stage
• Is seen as a role model and contributes to coaching and mentoring of less experienced team members
• Leads by example in adopting change and driving improvements to systems and processes
• Maintains an understanding of the strategy and the HR role in delivering it
• Significant experience of working at an executive level
• Educated to A Level standard (or equivalent) and has an A*-C in GCSE English and Maths (or equivalent
• Exceptional spelling, punctuation and grammar

Senior HR Director Finopsit Resume Examples & Samples

• Work closely with the business to serve as a key member of the client leadership team to assist in driving sustainable business results. Drive systemic organizational and people strategies that are aligned to and integrated with the business agenda
• Partner with and coach the business leadership team to facilitate organization and culture change. Act as a catalyst for building organizational effectiveness within the business. Educate the business on HR trends that affect the business. Acquire business sponsorship for people initiatives, in partnership with the HR Directors who report to this position
• Lead a direct and indirect global team of HR and business colleagues to design and implement HR strategies in alignment with both business and HR functional objectives. Examples may include leadership development programs and succession planning
• Deliver operational excellence in leading core HR programs in the business ensuring an effective, sustainable people agenda over the long term
• Partner with LCA, HR partners and broader HR team on employee investigations as needed
• Understanding of organizational dynamics and the ability to think strategically are essential. Experience in a rapidly changing environment is critical
• 12+ years proven people management/team leadership experience. Expert level generalist skills and the ability to mentor and provide guidance to others within HR and the management team on complex issues including attraction, assessment/hiring, development, and performance management
• Experience partnering with wide network of clients and across HR to deliver effective business solutions. Proven ability to develop trusted advisor relationships with senior executives, along with proven executive coaching capabilities
• High degree of business acumen and people acumen, and ability to influence business leaders at an executive level and within HR as a virtual team leader
• Demonstrated success in managing HR initiatives in a large, complex, matrixed, and global business environment. Ability to deal with ambiguity, recognize trends, and identify systematic approaches to solving problems in this dynamic environment
• Exceptional written and oral communication and group presentation skills
• Strong analytical capability to identify systems strengths and weaknesses, and drive for continuous improvement
• Demonstrated knowledge of HR laws such as EEOC guidelines, FSLA and ADA are required. Candidates
• Develop and drive talent management and leadership process
• Responsible for performance management, talent assessment, mentoring and coaching
• Develop and implement organizational training and development
• Employment and compliance to regulatory concerns
• Employee orientation, development, and training
• Identify and implement best practices in leadership and talent management
• Align the company to become known and recognized as a “best place to work”
• Strong business acumen, excellent written and verbal communication, strong presentation skills
• Ability to influence and direct key changes within the organization
• Responsible for recruiting initiatives and outreach
• Ability to build strong relationships inside and outside the organization
• Maintenance of electronic data and systems
• Lead large team of HR professionals, Regional HR support, Generalists and Clerical
• Ad hoc tasks as needed
• You will be responsible for designing HR plans and creating planning schemes for the Organization Department and supervising the implementation of various plans and schemes
• This role will give you the responsibility to establish and refine the HR management system and doing research on and designing HR management models, including the development of recruiting, personnel administration, compensation & benefits, and employee development systems, controlling HR cost, timely handling of crucial HR issues, and instructing employee career development
• As HR Director, you need to define people management priorities and HR plans based on business strategy
• You will build up people learning and development system aligned with business strategy and deliver offerings
• You will ensure close relationship and communication with local authorities to build up good relationship and positive image
• Oversee new hire and onboarding processes
• Counsel managers and employees on company policy, performance standards, and career development
• Spearhead all staffing initiatives and procedures including sourcing, interviewing, orientation, and termination
• Educate employees about company benefit programs
• Enforce employee adherence to company compliance; verify that policies are up-to-date
• Partner with business groups and provide input on corporate initiatives
• Perform all HR functions, as needed

HR Director, EUE Resume Examples & Samples

• Expertise in all methods of communication, including presenting and public speaking
• Expertise in the area of Employee and Labor Relations, including internal investigations
• Proficiency in HRIS, including HRM and TAS
• Working knowledge of, or experience managing, the following functional areas: Talent Acquisition, Compensation, Learning & Development, Talent Management
• Current on US labor law
• Five or more years managing high-functioning employee relations team
• Three or more years managing cross-functional projects
• Minimum one year managing strategic transformation projects
• Ability to travel (10%), including international, for up to one week in duration
• HR Director
• Contribute to business strategy as the senior HR Business Partner in Japan
• Report to Japan CEO and manage local HR staff
• Manage all related HR functions/duties
• Vendor management of all outsourced HR related functions
• Ensure Strong governance and compliance in line as required by Financial Institutions, Regulations and Governing Bodies
• Ability to work as a strategic HR Business Partner
• Strong HR generalist knowledge/experience
• Strong knowledge of Japan Labor law
• HR experience within Financial Services
• Native Japanese language skills
• Fluent - strong business English
• HR experience within Asset management
• Strong organization skills and ability to execute plans effectively
• Partners with business leaders in support of development and retention efforts to ensure we have the capability to maintain and grow our business
• Works with leaders to ensure performance management is being effectively employed in support of our high performance culture
• Partners with the Global Talent Team on initiatives supporting Manager and Leadership Development
• Help to deepen cross cultural competence in Leaders and their groups through support of training efforts and diversity councils, as well as through the consideration of cross cultural impact to business decisions
• Demonstrated ability to consult, influence and partner with senior leaders in developing/executing people strategies to drive business performance
• Demonstrated relationship management skills at all levels of the organization
• Possesses strong business and financial acumen
• Ability to consult on application of policy and process as well as trends, themes, and solutions
• Proficient in MS Office (Word, Excel, PowerPoint) and Lotus Notes
• Ability to facilitate training sessions virtually and in person for both managerial and leadership audiences
• Ability to coach and mentor HRCC and less senior HRAs
• MCIPD Qualified
• Experience in a senior HR role within a large organisation
• Multi-site management is ideal
• A commercial and strategic mind set will be needed for this role
• Being able to develop effective working relationships quickly is important
• 30% - Staffing - Manage and administer the full process for recruiting, hiring, and selection for station employees. Adhere to FCC EEO guidelines and record-keeping. Administer the new hire orientation process and follow-up
• 20% - Development – Promote and deliver full participation in performance management process, including goal setting, appraisals, coaching plans, 360s, and retention plans. Manage talent identification and development programs. Partner with Sales Management to optimize results of sales training programs. Assist in the delivery of other organizational development processes
• 20% - HR Solutions - Identify and develop solutions to address specific needs; e.g.: compensation/job re-evaluation, organizational function design, training/OD interventions to increase team effectiveness, and improved communication within and across the location. Participate on project teams with business unit wide impact on HR related systems, tools, and policies. Provide “in the field” view of how the systems will be utilized by key business partners
• 20% - Employee Relations - Provide counsel and direction and/or directly handle employee relations matters - in concert with the Corporate HR and/or legal department as necessary. Balance employee advocacy role and consultant role with managers in employee relations matters. Assist in the coordination of all aspects relating to organizational design changes, including adverse impact analysis and coordination with Corporate HR/Legal
• 10% - Programs and Initiatives - Drive multiple station and Corporate programs and initiatives, such as Health & Financial Wellness and Healthy Lifestyle programs to meet participation goals of 90% or greater
• Provide HR business partnering and HR service delivery support for the EMA NA Commercial client groups
• Provide strategic HR leadership to the senior leaders within the client groups and participate as an active member of the leadership teams
• Provide leadership to the NA Commercial HR business partners supporting the Sales/Marketing, Canadian and Customer Engagement Center teams
• Develop and implement strategies to maximize the utilization of human capital within the Commercial teams
• Oversee all core HR processes including Talent Management and Performance Management, driving a high performance work culture and supporting critical development and training initiatives, balancing overall functional capability needs with client specific needs
• Oversee and ensure recruiting/talent acquisition activities are aligned with talent strategy and meeting business needs for client group
• Review client information (trends/analyses) and business reporting to identify trends/issues for discussion and action
• Consult with managers to understand future people requirements and act upon them
• Identify gaps, propose and implement changes necessary to cover risks
• Support the business leaders and direct reports with advice and counsel, ensuring the integration of the business and HR strategies
• Ensure compliance to company policies and procedures, government agencies, and all employment related laws. Coordinate and support workplace legal activities, as required
• Support and drive a collaborative work environment
• Develop strategies based on engagement surveys and employee feedback to improve organizational effectiveness within the Commercial staff organizations
• Actively align with Corporate or global resources, within the business and the HR function, to ensure client alignment related to shared priorities and deliverables
• Actively participate in special projects for clients and the HR function, ensuring alignment with business needs, best practices and emerging trends
• PHR, SPHR, GPHR or similar designation preferred
• HR business partner experience supporting senior leaders of a sales and marketing function strongly desired
• HR experience in a durable goods manufacturing environment
• Demonstrated depth and breadth of core areas of Human Resources including recruiting, talent management, organization development, leadership development and employee relations required
• Demonstration of strong project management skills. Actively managing and overseeing multiple projects, including key HR processes for the organization
• Sound judgement and decision making
• Ability to influence and impact successful outcomes
• Demonstrated experience working successfully in matrixed environments
• Excellent verbal and written communication skills with the ability to work at all levels of the organization
• Proven success in leading change initiatives
• Action oriented with a focus on results
• The courage and diplomacy to say no to initiatives or ideas that fall outside of the parameters of the corporate Vision & Values statement
• Strong knowledge and understanding of HR laws, requirements and regulations
• Well organized and detail oriented with an ability to multi-task
• Operates with the utmost integrity and trust
• Experience with sales incentives and commissions
• B.S. Degree in Human Resources, Industrial Organizational Psychology, Organizational Behavior, Industrial/Labor Relations, or similar field required. Master's degree is preferred
• 10+ years' experience in HR generalist or similar role, with strong organization capability/organization development
• Experience working in a large, matrixed corporate environment
• Must be willing to travel 10% with ability to travel internationally
• Must be a confident communicator, (including both written and verbal) and the ability to effectively present to all levels of the organization; strong executive presence required
• Ability to effectively manage multiple projects with strong ability to influence and drive change management agenda in a large organization. Strong project management skills required for success
• Strong influence and interpersonal skills (e.g., executive maturity and presence)
• Develop and Execute HR organization strategies
• Analyze personnel information and trends; Make recommendations to organization utilizing strategic thinking and execution
• By Fans, For Fans; engage and learn with the business to deliver on the fan experience for all our customers
• Educate, coach and partner HR and Operations teams on performance management and employee development goals
• Advise and Coach Leadership Partners on Organization Impact
• 4-8 years of human resources experience, with a minimum of 2 years in a generalist capacity advising and influencing business partners
• Ability to influence peers and leaders across the company to drive the right outcomes; strong and proven influencing skills
• Sets a high bar for themselves to deliver on commitments and being action orientated
• Past performance demonstrates the ability to think and act strategically while optimizing results for HR and the Business
• Experience supporting hourly population in environments such as manufacturing, distribution, and/or call centers

HR Director Management Systems & Inspection Services Resume Examples & Samples

• Organisational effectiveness
• HR business partner and advisor to the Business Stream leadership
• Experienced HR Director/Business Partner, ideally either in a global function role or within an LR operating business
• Business Management experience an advantage, experience operating in a business environment including re strategising a business
• Able to demonstrate capability in building strong relationships with senior leaders across a business
• Possesses experience and generalist expertise in the core areas of HR activity – Resourcing; Talent; Reward; Employee Engagement; Learning
• Experience of supporting leaders and colleagues through change
• Flexible and can operate well in ambiguity – can navigate through complex structures. Knows when to flex personal styles
• Tenacity and ability to close out on actions even in difficult circumstances
• Drive, energy and self-motivation - not requiring others to provide pace and direction
• Able to balance working hours in a global environment which may mean late and early conference calls and meetings
• Experience in talent management and development, can spot high potential talent and can coach and support colleagues to reach their full potential

Regional HR Director Resume Examples & Samples

• Coach business leaders on issues of effective team building and organizational effectiveness
• Ensure proper implementation and execution of HR programs and initiatives, including those that are enterprise-wide
• Measure and monitor key HR performance indicators with focus on improving retention, time-to-hire and other metrics as appropriate
• Perform a leadership role in developing leaders who are talent magnets and scouts
• Partner with HR Centers of Excellence and client leadership in areas of recruiting, selection, performance management and career development
• Consult with the clients to define roles and missions, design the organizational structure, and improve organization effectiveness
• Lead and facilitate change efforts, including cultural change, HR procedural change and enterprise organizational change as needed
• In partnership and in accordance with Compensation COE, provide counsel in the design and implementation of compensation and recognition programs
• Provide support or deliver training on a variety of Human Resources topics including interviewing and EEO compliance
• Facilitate communications throughout the organization including employee surveys
• Master's degree in Business Administration or Human Resources (MHR, MILR, MBA)
• Program and project leadership skills

HR Director, Water Business Line Resume Examples & Samples

• Workforce size and skill mix planning
• Performance management for organization and professionals
• Compensation administration
• Leads process in interpreting and translating business strategy into human resources and organization initiatives and partners with other business line HRBP leads to share resources and influence HR results
• Identifies critical HR goals and success factors for the business; develops related action plans and delivers corresponding results
• Cultivates a partnering relationship with business line management and professionals, while maintaining an HR perspective
• Establishes open and trusting relationship. Engages productively and proactively in business discussions. Provides input and advises management
• Performs role as change agent for implementing new HR programs and/or processes. Evaluates impact of HR initiatives on the business. Assists in development and executing communication plans
• Advises business management and professionals on the interpretation of personnel policies, programs and procedures. Seeks to ensure compliance and understanding of HR policies
• Assures HR programs are carried out in accordance with company’s policies and procedures. Proposes improvement to policies, programs and procedures to improve effectiveness of human resources and operations
• Identifies and aligns internal and external resources needed to accomplish business HR initiatives. Engages HR specialists effectively and proactively. Coordinates schedules and timelines
• Provides guidance and direction to HR Specialists to ensure understanding of business’s structure, industry, market, policies, etc
• Coordinates involuntary terminations and reduction-in-force activities, as needed
• Identifies and assesses improvement opportunities which will add value. Champions continuous improvement efforts. Assesses and supports the change management effects associated with the implementation of improvements. Proactively supports, encourages and facilitates staff to engage in continuous improvement activities
• Acts as an active partner and liaison between business line and HR functional areas. Coordinates or assists HR Specialists in coordinating HR processes such merit, bonus, goal setting, performance evaluation, supervisory training, succession planning, and performance improvement/discipline
• Broad basic knowledge of all functional areas in HR
• Strong understanding of HR programs, policies and procedures
• Good understanding of division’s industry, market, technology, business model and metrics
• Strong understanding of division’s business operations
• Good understanding of Human Resource Information Systems
• Good supervisory skills
• Construction experience preferred

HR Director & Business Partner Resume Examples & Samples

• Coach and advise managers on operational and tactical HR matters
• Manage a team of HR Managers supporting client accounts
• Additional duties and/or projects as needed
• Rich experience in human resource, having experience as HR Business partner of sizable organization
• Strong business accumen
• Strong logic thinking
• Very good in communication and influencing,
• Global perspective, strong in building up organization relationship
• Multi-national organization HR experience
• Provide strategic talent, organization, and Human Resources guidance and leadership to the key RD&E leaders
• Lead the Human Resource staff (direct and distributed) providing HR Service Delivery to the global RD&E organizations with the goal of managing all employee relations issues in a consistent, proactive and balanced manner
• Drive global talent management strategies for assigned client groups, and ensuring solid pipeline of developing associates to meet the growth needs of the function. Participate in the development of the annual function plans (annual, mid-year, SBR) to understand the key requirements and function issues and effectively translate them into human resources strategies and plans
• Manage the HR Service Delivery annual cycle activities: talent plans, PP&D process, salary plan, long-term incentive and bonus plan payouts for client group, and effectively provide governance to the distributed global sites in order to drive global consistency and transparency
• Provide oversight to the hiring process and internal movement process in partnership with the function Talent Acquisition partner
• Partner & collaborate with the various HRBP’s supporting the distributed organizations in order to ensure consistent RD&E practices and to leverage best practices globally
• Bachelor’s degree in Human Resources, Business or related Field
• 10+ years combined HR generalist and HR management experience
• HR Generalist experience supporting distributed global functions
• Management/Supervisory experience
• Well developed execution and project management skill set

Senior HR Director, World Courier Resume Examples & Samples

• Partner with business unit leadership in the development of the business strategy and plan, develop people strategies, workforce plans and support their implementation
• Advise senior leaders on strategies to grow talent and develop technical capability for the business
• Lead, coach and develop a team of HR Regional Managers and staff supporting operations in 52 counties
• Lead merger and acquisition activity in conjunction with HR COEs and business leaders
• Lead the implementation of standardized HR structures andprocesses for the assigned business unit
• Manage highly complex associate relations issues that may have significant business impact, develop and execute plans to minimize risk
• Ensure compensation structures and incentive programs reward performance and drive appropriate behaviors
• Lead change management planning and activities
• Multiple-division
• Multi-country with experience in global HR
• Led enterprise-wide initiative or significant projects
• Led M&A activities
• Consulting experience in diagnosing, developing plans and implementing organizational change
• Demonstrated success in using business insights to drive change in people and organizational management practices
• Demonstrated strategic focus with expertise at linking short and long term business needs to Associate talent and engagement strategies
• Experienced coach and consultant with proven experience as a trusted advisor to Senior Leadership
• Outstanding technical expertise in the following areas: workforce planning, human resources strategic planning, talent management, succession planning, compensation administration, total rewards and recognition
• Outstanding relationship and interpersonal skills, with proven influencing skills at all levels of the organization; exceptional collaboration skills
• Highly responsive with an ability to operate efficiently and effectively in a fast paced, complex business environment
• Sedentary physical activity requiring reaching, sifting, lifting, finger dexterity, grasping, feeling, repetitive motions, talking and hearing
• Visual requirement is for close vision, distance vision, peripheral vision and ability to adjust focus
• 75% or more time is spent looking directly at a computer
• Associate is frequently required to stand, walk (or otherwise be mobile)
• Ability to deal with stressful situations as they arise

Executive Assistant to Group HR Director Resume Examples & Samples

• Responsible for email and calendar management including drafting complex emails, sometimes at board level
• Interact with both internal and external stakeholders to coordinate a variety of projects, activities and meetings
• Direct all general enquiries and requests as needed
• Provide administrative and project support to the Group HR Director by reviewing and summarising reports, presentations and documents suitable for presentation at Board and Executive Committee level
• Prepare background meeting documents in advance and organise the distribution of other documents for the department as required
• Organise travel and accommodation and ad-hoc arrangements for others within the UK and internationally
• Manage all resulting expense claims on behalf of the Group HR Director and others in the team as required
• Support the HR team on general HR projects
• Take ownership for the HR office management
• Partners with senior leaders and subject matter experts to identify key capability gaps and build development plans to address
• Consultative approach, strategic mindset
• Customer focused, adaptable, has strong follow up and organizational skills
• Strong understanding of PepsiCo's business model, operations, financial goals and competitive positioning
• Experience working with multiple functions
• Balancing multiple priorities
• Experience fostering collaborative working relationships with business partners, functional leaders and decision makers, providing influential advice to help them achieve desired business outcomes
• Developer of talent
• Comfort using data to drive actionable insights and recommendations on organizational design
• Ability to plan, manage, and track projects, and to communicate about them with multiple involved parties
• Results driven, seeks accountability
• Proficient with all Microsoft office products. Excel and/or PowerPoint experience preferred
• Bachelor's Degree, Masters in HRM preferred
• At least 8-10 years of progressive HR generalist responsibility, including previous experience partnering with executives
• Requires previous multi-location support and both front line and professional team support
• Must have 3+ years of demonstrated experience effectively managing a highly matrixed organization and leading change management initiatives
• Must be willing and able to travel 10% of the time
• 10 years of HR experience
• Deep experience across multiple HR Disciplines (at least two)
• Strong analytical and quantitative skills
• Demonstrated experience with organizational design and development
• Strong leader of people with experience leading significant change management efforts

HR Director Co-op Resume Examples & Samples

• Ensures efficient and effective recruitment processes and procedures, human resources management, and professional development oversight for all Afghanistan based project staff
• Ensures all HR management practices conform to project and Chemonics’ policies, best practices, USAID rules and regulations, and the laws of GIRoA, and work in coordination with the Chemonics home office
• Assesses HR gaps and establishes Chemonics Afghanistan HR best practices in recruitment and performance management and assures HR project staff, expats and locals, are trained appropriately
• Provides technical assistance to the local human resources team; oversee the electronic and hard copy filing systems and the Human Resource Management System (HRMS)
• Proactively assists managers in handling employee relations issues including, refereeing disputes, terminating employees, and administering disciplinary procedures. Represent organization at personnel-related hearings and investigations
• Assists in trainings offered to local national and expatriate staff on the Quality Management System (QMS), specifically in how to use the HR process maps in the field
• Assures field office policy manual and personnel manuals are accurate and updated. Develops standardized policies, templates and procedures as necessary in alignment with Chemonics policy and local Afghan Labor Law
• Ensures that local staff salaries are in line with the Chemonics and USAID approved CCN salary scale
• Assures that current and prospective employees are provided with accurate information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits
• Advises employees on organizational policy matters such as equal employment opportunity and sexual harassment, and recommends needed changes
• Coordinates and supports the annual performance appraisal process. Provides training to existing and new employees on the purpose and effective implementation of the performance appraisal process and any changes being made in the appraisal procedures and appraisal format
• Coordinates with Chemonics Home Office Global HR, Employee Relations, OBC and Recruitment Departments as necessary to keep them abreast of changes and/or issues
• Assists in creating and conducting a comprehensive training for security providers and Operations staff on medical evacuations procedures. This includes best practices, Chemonics policies, and available resources for staff
• Bachelor’s degree required, master’s degree preferred
• Minimum 5 years of human resources experience, Afghanistan experience preferred. Two to four years’ experience overseas preferred
• Ability to solve complex technical, managerial or operational problems and evaluate options based on relevant information, resources, well-rounded experience, and knowledge
• Ability to operate at advanced levels of authority and manage significant activities, budgets and resources to produce and take responsibility for results
• Demonstrated ability to communicate clearly and concisely both orally and in writing, and lead presentations, training courses, and effective meetings
• Strong knowledge of MS Office applications
• Strong organizational and work prioritization skills and attention to detail
• Demonstrated integrity, independent thinking, judgment, and respect for others
• Act as HR Strategist, change agent and implementation advisor
• Drives and manages Workforce Planning and Headcount management
• Provides consultation on Engagement & Retention of associates
• Drives and manages Performance Management processes including coaching leaders on tough conversations, co-creating performance improvement plans and ensuring leaders are following through with the annual process
• Consults with clients on internal movement decisions; transfers, promotions, job enhancements and ensures decisions are in line with company policy and leveling guides
• Partners with client group to effectively acquire professional/management and possibly leadership level talent for assigned client group
• May co-facilitate training and development programs
• Reports monthly metrics to HR leadership and drives to ensure that countermeasures are in place when not hitting targets. Consults with leaders on talent management and organizational design challenges
• Experience with managing complex and cross-functional initiatives, processes, or projects
• Experience in working across multiple countries/cultures
• University education with an average of 10+ years of relevant HR experience
• Experience in leading or contributing to small to medium scale re-orgs, org alignment, work-force planning efforts
• Working knowledge of German Labour Law is critical for success
• Bring together the different elements of the spectrum of activity under one umbrella leadership
• Review short term business needs and provide cost effective solutions to address these; in particular this will include the need to provide training for all leaders in how to operate the multiple systems and processes associated with management activities effectively, whilst developing leadership skills across the breadth of the BBC in a targeted manner
• Design interventions to support leaders as the next phase of the HR transformation starts to deliver change
• Review longer term business needs and ensure that the necessary budget and resources are in place to deliver against these
• Review, simplify and implement current organisational development (OD) tools, consider what additional tools are necessary in order to build effective talent pipelines and implement these
• Working with stakeholders, recommend a longer term organisational structure for the delivery of activities to ensure the BBC both has, and is growing, future talent
• Work with different programmes to support the effective implementation of behavioural changes associated with them
• On completion of the assignment, pass accountability back to whomsoever is identified as having accountability for the ongoing operation and development of these activities
• Formulate partnerships across the business to deliver value-added service on HR related issues and best practice including, but not limited to: Partner with respective ELT member(s) as part of their leadership team
• Collaborate with the ELT member(s) to assess and define the people strategy for their related function(s)
• Lead and embed global HR initiatives in collaboration with the ELT
• Act as part of the HR Leadership Team to set the Abcam people strategy and drive leadership across the organization
• Coach and influence leaders and managers around people issues
• Consult and mentor senior leaders to address any gaps and ensure leadership best practices
• Maintain a solid understanding and working knowledge of the business function and global business strategy
• Facilitate and evaluate internal training, workshops and strategy days as required
• Provide guidance and input on business unit restructures
• Design and develop career development strategies in collaboration with the Learning and Talent Development Center of excellence
• Support the Reward team on the annual performance management and reward cycle and any additional initiatives as needed
• Drive employee engagement and communications, in collaboration with the Change Management and Internal Communications Director
• Act as an employee champion and change agent
• You will play an active role on the Raheen site to enhance the IOPS/Regeneron culture – you will understand the Irish psyche, the “Irish way of doing things”
• You will work closely with the senior leadership team, playing a hands on role in new initiatives and strategies
• You will be involved in key people related decisions - development plans, succession planning, TA decisions & diversity
• You will play an active role in bringing consistency and customization across geography lines, with direct and indirect reporting lines in Ireland and the US

HR Director Europe East Resume Examples & Samples

• Provide HR leadership and guidance to assigned client groups, along with consultation and delivery of HR programs and services to achieve business plans
• Build strong partnerships with HR specialist functions in the UK and Boston to roll out corporate wide programs and ensure that HR programs are locally aligned and supported globally
• Be an integrated business partner of the regional Leadership teams in HR related matters
• Ensure the business attracts, develops and retains high quality talent at all levels to support the growth objectives and strategies of the business – manage local recruitment and build a pipeline of talent
• Support the total rewards (compensation, benefits, HRIS, rewards and recognition) implementation and maintenance in-country
• Liaise with local benefit, payroll and compensation vendors to ensure that the process and local policies are being communicated to employees and managers
• Support the payroll process by reviewing and signing off on payroll inputs in the region
• Investigate employee issues and recommend appropriate action
• Work with external and internal legal counsels in complex employment law matters
• Work with managers in identifying and addressing performance related issues
• May act as a team member on various HR or business programs, projects or teams
• Fluent in German and English
• Significant experience in human resources experience including implementing HR strategies, organizational effectiveness and change management in Germany and other European Countries
• Self-motivated individual who is comfortable operating with minimal direction
• Ability and willingness to travel extensively among the different Vertex offices in the region (>50% of time)
• Demonstrated business acumen, excellent relationship building, negotiating, problem solving and coaching skills required
• Knowledge of employee relations principles, practices, methods and programs
• Excellent computer skills: MS Word, Excel and Powerpoint, Outlook
• Experienced with European employment laws and standards
• MBA or other advanced degree
• 10+ years of experience as an HR professional, including experience in a client-facing HR Business Partner role
• Exceptional experience partnering with senior leaders in a corporate environment
• Outstanding communication skills and the ability to influence others
• Demonstrated level of competence in organizational development, coaching, training and development, and employee relations is necessary
• Large scale project management skills - clear, simple, elegant and effective (not over-engineered)
• BA in HR or Business Administration (MBA is a plus) or equivalent degree and/or experience is required

Global HR Director Resume Examples & Samples

• HR Business Partnering
• 7+ years HR experience in a high-growth, fast-paced, and changing environment
• 4+ years of management experience preferably in a Global matrix environment

PA to Global HR Director Resume Examples & Samples

• Day to day diary and inbox management as well as ad hoc filing and printing
• Serve as first point of contact for the Global HRD
• Leading the organisation of numerous high profile meetings including Global Conference and Compensation Committee throughout the year with internal and external senior stakeholders by composing and distributing presentation materials, agendas and papers as required
• Typing internal and external emails and drafting documents/correspondence for senior executives which include offer letters, contracts and salary review letters
• Management of global travel, including flight and hotel booking and itinerary planning
• Responsible handling of highly confidential client and staff information
• Ambitious and entrepreneurial with a robust, determined hands-on approach which ensures tasks are completed to the fullest in a timely manner
• Must be resilient and be capable of coping with the continuous challenges of the role as well as calm in pressured situations
• A natural people person who is skilled at gaining trust and is a proven collaborator
• Enthusiasm and warmth of personality that allows and facilitates successful internal relationships whilst maintaining the confidentiality and professionalism needed for the role
• Strong organisational skills with an eye for detail and data
• Proven experience as a personal assistant supporting executive level individuals
• Technically proficient with using Microsoft office Excel, Word and PowerPoint as well the ability to trouble shoot technology issues and problems as they arise
• Proven communication skills both verbal and written and the ability to foster strong internal relationships
• Assists in preparing human resource staffing plans and forecasts to project hiring, training and development needs
• 5-7 years experience as a Sr. HR Generalist having owned a client group across remote locations
• Must possess excellent people skills along with the experience and ability to handle difficult and complicated employee relations matters
• Excellent verbal and written communications skills, experience conducting training and presentations to senior executives
• Strong analysis and reporting skills required. Microsoft Excel skills required
• This position supports the Engine Business Unit (EBU) Engineering organization of roughly 2000 employees dispersed globally and leads and guides a team of 6 (2 HR Managers, 2 Generalists and 2 HR Associates)
• Large complex Engineering organization providing line HR support and business partnering and supports all EBU Engineering positions globally. Global exposure is required
• Manufacturing, engineering or other complex industry experience is strongly preferred
• Serves as a member of the EBU Engineering leadership team
• Maintains strong connection with EBU Engineering Functional Talent Management
• Champion the process of leadership and employee development along with continuous process improvements

HR Director, GE Sub Saharan Africa Resume Examples & Samples

• The HR Director is responsible for providing expertise and guidance in all areas of organization support, including: HR & business strategy alignment, organization design, workforce planning, culture and change management, leadership development and coaching, pipeline development, and succession planning. Focus on localization strategies & action plans
• Partner with the General Manager and respective leadership team to develop and execute both long-term and short-term HR strategies that directly support and enable business objectives
• Partner with business leaders to develop and embed a contemporary organizational culture and leverage change acceleration techniques to assist in driving broad change
• Act as an organizational & simplification champion who builds organizational capabilities, reduces complexity and partners with clients to maximize team performance
• Strategically partner with senior business leaders to design and implement the most effective global organizational structures and manage transitions
• Provide timely, effective and direct coaching and employee support to business leaders, assisting in the development of strong, contemporary leadership skills
• Provide strategic coaching to key talent in extended client group as it pertains to succession planning, career path development, and performance management
• Lead the business and HR team through critical HR operating rhythms such as People Review (annual deep dive of organization and talent), training nominations, salary planning and performance management
• With the support of the Employee Human Resource Manager (EHRM) team, develop and drive strategies to attract, develop, engage and retain strong and diverse talent
• Collaborate with EHRMs to infuse employee insights into organizational strategies
• Active member of the SSA HR leadership team. Be a role model for SSA HR community as a trusted advisor, business strategist, culture shaper and progressive thinker. Play an active role in delivering appropriate coaching, mentoring and development opportunities, communicating proactively, and ensuring HR team engagement & retention
• Be an advocate for SSA when working with teams outside the region. Be able to effectively communicate and influence using the SSA narrative
• Engage as an active member of GE HR community, participating in HR community events, partnering with EHRM managers to coach and develop EHRMs, and provide EHRMs with developmental opportunities and exposure to HR Director work
• Minimum 8 years HR business partnership experience, or equivalent experience interacting with and supporting a senior business management client group
• In-depth understanding of HR concepts and principles gained through formal education and substantial work experience
• Prior experience making strategic HR decisions, assess leadership talent and effectively interface with high-level business and operations leaders
• Master’s degree in Human Resources, Business Administration, or related field
• Proven ability to navigate through complex, matrix, goal-driven organizations
• Coaching and leadership assessment experience with confidence and care to provide tough coaching in a way that inspires development
• Developed (oral and written) communication and diplomacy skill set with the ability to influence others by presenting sound and logical arguments tailored to the audience
• Ability to work in changing environments, see through complexity and strategically promote an inclusive/diverse workforce
• Partner with LT member to drive business results by defining the necessary people actions to successfully execute the business strategy. This includes developing comprehensive resourcing plans that include/consider acquisitions, partnering agreements or hiring plans, and defining the necessary competence requirements and organizational capabilities to increase success
• Serve as a strategic business advisor to assigned leadership team on key organizational and management issues
• Create and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career / succession planning, talent movement and retention, leveraging rigorous workforce analytics and insights
• Design and facilitate executive team and large group work sessions focused on issues such as strategy development, team building, leading change and collaborative problem solving
• Develop partnerships with HR functional teams (e.g., Comp, EOD, Recruitment) and other staff groups (e.g., Finance, Communications) to deliver integrated solutions to HR-related needs
• Lead cross-functional alignment with HR resources that support business area
• Proactively integrate HR functional partners into client strategies and projects
• 10 + years’ experience as a HR Business Partner, or equivalent, with specific experience in people strategy development, organization design, talent management and change management
• Demonstrated ability to independently develop, drive and contribute to overall strategy and business plans in a rapidly developing/changing environment
• Keen eye for talent and talent attractors/retainers
• Strong client relationship management skills and demonstrated experience in developing consultative relationships with executive leaders, including the ability to influence decision makers to think strategically and critically
• Demonstrated ability to take a broad view of the business and deliver HR solutions that balance client and overall needs
• Ability to think strategically, synthesize complex business/financial data and develop innovative and holistic HR solutions

HR Director, Sea-bird Scientific Resume Examples & Samples

• Will have responsibility for all aspects of Human Resources focusing on raising the bar in training, performance management, succession planning, and engagement & communications at all levels
• Will serve as a mentor and coach to the management team… it is important that he/she develops over time into their trusted advisor
• Partner with the Leadership Team and President/HR VP to identify competency, knowledge and talent gaps and developing specific programs for the filling of the gaps and driving/developing the next generation of leadership
• Ensure that performance standards are high across the company with well-understood rewards and consequences for good/poor performance
• This HR Director must be viewed as a true business partner, evidenced by being approachable to all employees, adding value beyond traditional human resource issues and being a great coach at all levels in the company
• This Director will drive appropriate culture change and improve engagement through creative, step change and well executed local initiatives. This will include implementing internal communication processes by which employees in the companies stay informed and can celebrate successes
• He/she will oversee all regional compensation and benefit programs to ensure competitive programs and local compliance
• Will own the local Talent Review, Organizational Review and Retention processes
• Develop processes, policies and team into a high performing HR function
• Prospective candidates for the HR Director position will have a minimum of 5 years of human resource generalist experience and should be ambitious and a fast learner that is keen to develop
• Bachelor’s degree required. Professional HR certification preferred
• They will be resilient and enjoy the varied demands and day to day “cut and thrust” of a dynamic fast moving company
• The ideal candidate will have acquired at least part of his/her experience in a global, multi-site growth oriented company with a commitment to best practices in the HR function
• Equally important is that they have experience and flourish in a lean/hands-on, practical environment
• In terms of technical expertise, prospective candidates will have a broad understanding of and appreciation for the technical and functional components of Human Resources, including: change management; talent acquisition and development; leadership and organizational development; compensation and benefits; compliance; planning; administration; employee relations/communications; and employee training/career development
• It is essential that prospective candidates possess strong interpersonal, written and oral communication skills, and understand the implications their actions and the HR function will have on the strategic, financial and organizational demands of an evolving and highly profitable company
• Acquisition/integration experience is a nice to have
• Good talent management experience (or potential) -- this person will direct and manage the activities related to recruiting, training and development, retention and compensation for the region. A clear goal of generating a strong talent pipeline…which includes the identification, development and retention of top/high potential talent
• Proven experience in driving a talent mindset across their responsibility and top-grading where necessary to support this
• Travel to other locations will be required at times
• Lead the global HR function and extended community for MSA/PSM. Positively impacts and contributes to the success of HR team members by motivating, developing and coaching the team to deliver world-class HR
• Strategic Trusted Advisor to the CVP of MSA/PSA. As a member of the business leadership team, this HR leader is involved in helping to shape the business direction, strategies and goals. In addition, the HR leader is responsible for working with the leaders and his/her team to shape and facilitate effective implementation of org & people plan for the org
• Shape global org and people strategies/plans and work with broader v-team to implement Partner with and coach the business leadership team to facilitate and land key organization changes and drive change management. Act as a catalyst for building organizational effectiveness within the business. Educates business on HR trends that affect the business. Develop and implement talent management strategy and plan to acquire, develop and retain the best talent and build the capabilities we need for the future
• Ensure HR ROB/foundation/hygiene are in place and well-functioning, partnering with all parts of HR - COEs, field HR, peers in other segments and engineering and marketing groups
• Lead global HR community to execute on org and people agendas
• Strong online services / media business and prior experience in Sales organizations Experience with successfully navigating and operating in a global highly matrixed organization
• Strong business acumen, curiosity, learning agility, and learning/growth mindset
• Ability to assess and translate business strategies and workforce implications, and identify relevant solutions
• Strong knowledge of talent analytics, org design and development principles, strategic planning and change management methodologies
• Collaboration - Drives alignment and teamwork within a team, department, or across org boundaries. Combines resources and joins efforts to achieve company-wide goals Influencing for Impact - Communicates and networks effectively. Successfully influences others
• Minimum 15 years in related HR roles and 5+ years people management experience
• Related BS/BA degree; MBA, Masters is a plus
• This role will require 20-25% travel

HR Director, Ads & Business Platform Resume Examples & Samples

• 15+ years of HR experience in a media or high-tech organization
• Proven ability to understand strategic organizational issues and influence change
• Comfortable operating in a matrix and fast moving organization
• Capable and confident communicator with very strong personal presence
• Experience helping global organizations scale required

Fib-HR Director Resume Examples & Samples

• To successfully develop, evaluate, implement and maintain global HR policies, processes and practices to create an engaged and motivated workforce who achieve KONE's business, quality, safety and environmental objectives
• To liaise with functional or operational management to develop and implement human resources strategies that are appropriate for the business needs and consistent with the organization's overall human resources strategy
• To evaluate the unit workforce needs to maintain control of fixed costs and recommend changes to the organization's human resource approach
• To develop annual HR budgets in line with global budgeting guidelines
• To lead, direct, evaluate and develop a team of human resource professionals to ensure that the human resource strategy is implemented effectively and within established budgets
• To ensure that the organization complies with all applicable regulations, laws and employment standards
• To maintain strong connections with other HR colleagues within KONE to share best practices and to understand currents and future trends
• 8-10 years of progressive Human Resources experience, preferably in a multinational industrial company
• Proven track record in multi-functional capacities as HR Director/HR manager
• Project management and change management knowledge
• HR process and project management experience
• Experience in working across functional/business lines in a global organization
• Industrial Relations and workplace relations knowledge/understanding
• Business experience is an asset
• Fluent in Finnish and English
• Professional HR experience in a unionized environment in law enforcement or public/private sector employment
• Demonstrated experience in collective bargaining and contract administration
• Familiarity with ADA, FLSA, FMLA and EEO regulations as well as COMAR, SP&P and other Federal and State laws governing employment
• Managerial experience with the SPS "Workday" Program
• Experience with sworn (law enforcement), civilian or contractual employment processes
• Managerial experience with policy development and budget preparation
• Employees in this classification may be assigned duties which require the operation of a motor vehicle. Employees assigned such duties will be required to possess a motor vehicle operator's permit valid in the State of Maryland
• Lead a team of HR professionals comprising Sr. HR Managers, HR Managers, and HR Business Partners
• Support positive employee relations initiatives for the North American network’s hourly workforce; including regular communications, survey administration, analysis, action plans maintaining consistency across site management teams
• Lead implementation of shared services model for HR administration
• Process owner for network wide performance evaluation, reward, development and feedback processes
• Member of the Senior HR Leadership staff creating the HR strategy for Amazon.com
• Experience with MS Office Suite, HRIS, People Soft
• 5) Coach and influence DX LT to nurture aspirational culture and model leadership behaviors; coach on LT effectiveness
• 6) Ensure HR ROB/foundation are in place and well-functioning, partnering with all parts of HR - COEs, field HR, peers in other segments and engineering and marketing groups
• 7) Lead a global HR community to execute on org and people agenda
• 8) Lead DX HR team to maximize business impact, create culture of excellence, and drive global scale
• Demonstrated ability to collaborate and partner effectively as part of a team
• Demonstrated ability to take a strategic approach whilst ensuring pragmatic delivery
• Understanding of Change Management Fundamentals
• Operated in complex matrix environment
• Experience of COE such as Learning or Reward as well as generalist experience
• Client focused

Deloitte, HR Director Resume Examples & Samples

• Provide strategic and day to day HR leadership to the Tax group, setting and influencing direction and work content
• Consult with and provide coaching and guidance to Service line Leadership and team on HR matters aligned to the business plan and the wider firm purpose and goals
• Use understanding of both the firm wide talent agenda and the SL business agenda to help shape and define the SL Organisation and People Strategy and Plan by working collaboratively with Service Line leadership and key stakeholders
• Integrate firm wide and SL business and talent plans, ensure organizational effectiveness and align to broader firm wide objectives
• Drive the delivery of the relevant service line talent plan ensuring appropriate connection with the firm-wide talent strategy in partnership with the Talent Partner for the service line, managing partner Talent and working collaboratively across the CoE’s, SSO, Operations etc to achieve high quality and valued business outcomes
• Sit on the both the HR leadership team and the Tax leadership team
• Work with the SL leadership and talent partner on strategic workforce planning including organisation shape and needs, required competencies and resource expenditure objectives aligned to the business longer term 2020 strategy and shorter term plans
• Provide SL leadership with relevant and meaningful support and advice on organizational issues, influencing business decisions and taking the HR lead in any new people related activity including
• Organisation design
• Due diligence, (restructuring, M&A, Disposal)
• Talent – acquisition / engagement / development / succession
• Reward; and performance management
• Change management strategies
• Utilising data, KPI’s
• Engage with the SL leader and Talent Partner to develop and deliver talent and capability to meet appropriate growth plans, assessing and reviewing talent in order to identify high potential talent, emerging leadership capability and specific capability for critical role positions to deliver on the evolving organisation needs
• Applying a firm wide approach, own service line leadership succession planning process working collectively with SL Talent Partner, Managing Partner Talent and the CoE’s to drive the delivery of talent strategies aligned to the commercial business strategy and drivers
• Develop and sustain high quality diverse talent pipeline to address future short and longer term business needs
• Broker talent, development and learning processes, policies and tools alongside other SL HR Leaders and CoE’s, embracing a firm-wide approach where it makes business sense
• Critical will be securing and building a pipeline of high quality relevant talent and capability to meet today’s needs and future plans. Provide advice on performance management, organization effectiveness, total reward, performance consulting, succession, leadership performance, coaching and capability, OD and change management – arising from the business strategy and plan to ensure adequate and effective supply and alignment of resources and capabilities with business priorities and plans
• Build the necessary trusted relationship to perform effectively as a coach and confidant to the Service Line leaders (including the SL Talent Partner)
• Drive the service line and firm people plans, connecting appropriately with key business stakeholders, across HR and brokering appropriately to manage demand with SSO and other suppliers ensuring there is a clear and joined up understanding of business needs. Identify and diagnose issues, gain buy in for change, mobilise resources and implement actions to improve performance and execute against targets and plans
• Adjust Organisation and People plans in response to changing internal and external business environment and objectives
• Engage with appropriate leadership to assess and agree service line organisation health (diversity, BAME, apprenticeship, respect & inclusion and wellbeing) objectives aligned to firm wide goals and contribute to ensuring competitive, fair and equitable compensation practices and programmes
• Understand the ‘market’ and ensure hotspots/niche in critical skill areas eg ‘cyper security, risk etc’ (informed by and aligned to the SL O&P Strategy and Plan) gain specific attention in order to address attraction, compensation, retention needs working closely with SL leadership and relevant CoE’s
• Help SL leadership to understand Organisational Health dimensions across the service line and focus attention on relevant measures to gain insights and take appropriate steps to address areas of need. Eg Occupational Health, Diversity etc
• Collaborate appropriately across the HR model and SSO to ensure end to end HR service meets relevant needs
• Lead on ER activity to ensure business risk is minimised and employee issues are dealt with professionally and in a timely manner leveraging ER CoE and SSO appropriately
• Ensure compliance with legal requirements to mitigate business risk (reputational, legal and financial)
• Provide strategic support and leadership to the implementation of ADM through firm wide collaboration across the service line working with the ADM lead and CoE’s
• Work as a unified HR Leadership team to calibrate SL HR plans with global and strategic objectives
• Utilise metrics to add value to business decisions by understanding trends and making recommendations to SL Leaders and Talent Partners
• A relevant degree and professional qualification preferable at MBA/Masters Level
• A strong base line of core HR competence and experience at Director level as well as the ability to partner and influence senior partners and leaders with gravitas and impact
• Excellent communication and stakeholder management skills
• Being an experienced player in OD and change management with the ability to constructively challenge at the same time as maintaining enduring high quality relationships with stakeholders
• The ability to transition needs from firm wide talent agenda into a honed Service Line Organisation & People Strategy
• Strong business acumen and commercial skills
• The ability to set up and lead major people change initiatives, gain the trust, confidence and respect of business leadership in delivering and measuring results
• Able to anticipate trends, insights and changes and bring HR POV to business discussions and decision making
• Consulting, influencing, negotiating and partnering skills
• Strong leadership capability – the ability to envision, mobilise, motivate and navigate a team successfully during a period of intense concurrent business activity alongside leading HR Function transformational change
• Strong business, commercial and financial acumen
• A strong relationship builder and business partner with a proven ability to influence, consult, coach, educate and advise Partners and Senior Executives at the same time as maintaining effective relationships
• The ability to integrate broader firm wide business and talent needs with those of the Service Line and develop a coherent Organisation and People Strategy & Plan working closely with SL leaders to ensure it is fully aligned with the SL imperatives. Adjust as needs subject to business demand with a formal annual review as part of the planning cycle
• Able to play a key role in OD an change management with the ability to constructively challenge at the same time as maintaining enduring high quality relationships with stakeholders
• Ability to use appropriate metrics and insights to help inform fact based decision making
• Excellent interpersonal and communication, influencing, negotiation and facilitation skills. Ability to interact appropriately at all levels of a complex partner consulting environment, dealing with high levels of confidentiality
• Strategic planning skills, the ability to listen deeply and deliver sound relevant judgment with a record of achieving results
• Good project management understanding and an ability to deliver large scale, complex projects whilst maintaining focus on client
• Ability to achieve and deliver in a ‘transition’ environment and manage a certain level of ambiguity
• Able to oversee, plan and execute concurrent activities ensuring an appropriate risk management lens is applied to identify and mitigate appropriately
• Ideally, experience of working in a partnership and highly matrixed organisation
• Supports the planning, development, and execution of approved strategy for Human Resources (In conjunction with GTO Americas, GTO Group and Volvo AB Strategy)
• Identify HR related initiatives which will influence the implementation of business strategy specific to the Lehigh Valley Operations
• Assist management in organization development activities such as: design of position profiles, succession planning, personal business plans, talent reviews and development of key talent and high-potential employees
• Ensure appropriate leadership of labor relations activities and contract negotiations for four (4) collective bargaining agreements
• Establish and maintain an effective working relationship with other business stakeholders within the Lehigh Valley representing other functional groups within AB Volvo
• Responsible for VGAS performance and driving required changes to improve employee engagement, employee empowerment and communicative leadership
• Actively participate within the HR team of GTO America’s CVA and, as required, the US Country CoE
• Thorough demonstrated knowledge of US employment law and HR professional practices
• Coaching/facilitation/advising skills to help drive transformation and organizational change
• Ability to establish and maintain effective working relationships with union representatives and to support local labor negotiations. Ability to interpret collective bargaining agreement language and manage existing agreements effectively
• Basic knowledge of business and accounting principles and understanding of manufacturing operations
• Leadership and collaborative skills
• Bachelor’s degree in related field, Master degree preferred. SHRM or equivalent certification
• Previous experience in a unionized setting required, including first chair in contract negotiations
• Minimum 10 years related experience in a union represented, manufacturing environment with over 1000 employees
• Prior experience and direct responsibility for organizational development, specifically implementing semiautonomous work teams in a lean environment
• Provides subject matter expertise and leadership in the design and execution of global human resources strategies involving talent management, succession planning, training & development, talent attraction, compensation & benefits, performance management and workforce planning
• Serves on the global HR Leadership Team and helps set strategic direction for the function
• Partners with senior management and HR Centers of Expertise to develop and implement strategic human resources initiatives, policies and programs that align with global business goals and drive superior performance in different global regions
• Serves in the role of business partner recommending and promoting ideas, programs and processes that have positive return on investment and deliver value to internal and external customers
• Leads human resources practices that enable a high-performance culture emphasizing teamwork, honesty, openness, quality, productivity, and results
• Responsible for the talent management plans and programs for the CAI businesses
• Ensures that all HR policies and procedures are in compliance with all federal, state and local regulations and are consistently administered globally
• Manages and leads a high performing HR team and delivers performance feedback, coaching and mentoring
• Performs other projects as required by the CAI business and HR global function
• At least 15 years of experience in progressively responsible HR positions with three to five years in global managerial roles
• Proven leader in an HR environment; effective in developing and executing “best-in-class” human resource strategies to include driving business decisions, client group support, talent acquisition, training and development, and compliance initiatives
• Experience in the successful integration of acquisitions – this is one of our specialty growth businesses where acquisitions are a part of the growth strategy
• Track record of accomplishing tasks in a matrix environment, where multi-tasking and reprioritization occurs frequently and on short notice
• Relevant experience in Continuous Improvement, Six Sigma, Lean Manufacturing and other process improvement methodologies
• Persistent and visible catalyst for change
• Expertise in employee engagement and the drivers of a high engagement culture
• Experienced in coaching and developing team members
• Demonstrated process improvement and project management skills
• Ability to travel 35-40% (including international travel)
• Bachelor’s degree in related field is required. Master’s degree in related field is preferred

HR-director, Benefits & Compensation Resume Examples & Samples

• Oversee the planning evaluation, and determination of cost effective and competitive solutions to group health & welfare and retirement plans for the company
• Oversee the self-administration and self-insured workers’ compensation, disability (STD and LTD), FMLA and ADA programs
• Expert in PPACA including Tax Laws and mandatory filings
• Oversee the design, development, implementation and administration of the new Oracle HCM system
• Manage the US and Canadian immigration process – must be an expert in non-immigrant visas, student visas, work permits, NAFTA, and permanent resident cards ANAGE THE US AND CANADIAN
• Manage the expatriate process for US and Canada – must be an expert in COLA, taxes, international relocation, budgeting
• EEO/AAP Expert and able to manage the filings. In addition, manage the required outreach programs for minorities, disability groups, veterans, and women
• Manage the HR Resource Center Team which consists of HR Administrators, HRIS Manager and Benefits Manager
• Ensure compensation, health & welfare, retirement, disability management and HR analytics programs and reporting support the organizations strategic direction and goals
• Implement the global total rewards policies, procedures, and practices to ensure compliance with corporate policies and with all governmental regulations
• Direct the development, implementation, and administration of internal general pay practices and base salary structures, short-term incentive plans, and long-term incentive plans to ensure compensation piece of the total rewards program is internally equitable and externally competitive
• 10+ year of Human Resources experience in benefits [health & welfare, wellness, and f01(k)], compensation, leave management and HR analytics
• Preferred total reward experience in both the United States and Canada
• Experience managing remote teams and remote employees

HR Director, ANZ Resume Examples & Samples

• Anticipate and respond to key leadership changes throughout the Area by working with relevant TA Practice Centre to source and attract both internal and external talent to the division. Interview candidates directly as required. Work with relevant HR resource to make offers and manage Global Assignment contracts where appropriate
• Review and ensure appropriate competitive remuneration packages are available for AbbVie commercial staff in conjunction with relevant Practice Centre/local HR
• Contribute to the design and implementation of recognition programmes for AbbVie commercial staff in conjunction with HR Director and team
• Liaise with relevant L&D Practice Centre to ensure offerings are available to meet training needs across the Area
• Work with local HR to ensure appropriate service levels are being delivered across the Organisation for AbbVie commercial staff
• Handle routine HR activities and queries-follow up directly with management to initiate action where required
• Liaise with local HR on employee relations issues such as disciplinary, grievance, OEC or performance related matters
• Manage quarterly TMR processes in conjunction with ABBVIE Commercial leadership team in order to maximize development opportunities for existing/future vacancies/planned moves. Network effectively with cross divisional peers to understand and anticipate available emerging talent
• To contribute to Area BAC/HR Advisory Council initiatives to support cross-divisional partnering on appropriate strategic HR projects
• Work with line management to ensure PEx processes are maintained in a timely and consistent manner
• Contribute to a communication strategy for the Area in conjunction with business leader and HR Director
• Business or Management degree preferred
• At least 10 to 15 years of experience of working in a professional, fast-paced HR function, at a decision making level. Preferably has worked in a multi cultural, international, matrix environment in the healthcare sector having had responsibilities at both affiliate and HQ level
• Demonstrated ability to effectively negotiate/influence commercial leaders to achieve both HR and business objectives
• Role requires significant international travel within the Commercial Business Area covered-an ability to be flexible, work remotely from HR colleagues and to operate independently is essential
• Bachelor’s Degree in public administration, public policy, business, higher education administration, social sciences, behavioral sciences or a directly related field from an accredited institution
• The position requires extensive, diverse and progressively responsible experience in personnel administration, including direct responsibility in the areas of recruitment, appointment, career development and performance evaluation
• An advanced degree in the area of business, public administration, education or a personnel-related field
• Experience with state personnel administration
• Experience with higher education personnel administration
• Experience in employee relations and performance management in a health care setting
• Experience in consulting with internal clients on some combination of recruitment, compensation, employee relations, position classification or employee benefits matters
• Prior supervisory experience
• Ability to evaluate policies and exercise good judgment in the interpretation and application if policies, procedures and rules
• Ability to organize and complete complex projects and to work under tight deadlines
• Ability to quickly learn and apply knowledge of the school’s organizational structure within an academic setting
• Ability to communicate effectively, both orally and in writing, with senior level faculty, campus and school administrators
• Ability to establish and maintain effective relationships with staff, faculty, students and with departmental representatives within the campus and university
• Working knowledge of federal and state employment laws and regulations (e.g., FLSA, FMLA, ADA) and an in-depth knowledge of personnel administration practices, preferably in a university setting
• Familiarity with State of Colorado Personnel Rules and Regulations, visa acquisition procedures and training and retention programs for support personnel
• Familiarity with university rules and regulations regarding faculty personnel

HR Director HBT HSF Eng & IT Resume Examples & Samples

• Develop and execute HR strategies in support of business STRAP and AOP objectives in the areas of talent acquisition, performance management, learning and development, compensation and organizational development
• Lead the functional Management Resource Review (MRR) process and ensure appropriate linkages with broader functional and business reviews
• Active engagement in Honeywell HR functional transformation initiatives
• Lead HR VOC reporting and action planning
• Work with client groups to drive a culture of growth, meeting commitments, and positive employee relations
• Improve the efficiency and effectiveness of the organization, at all levels (e.g., evaluation of cost, clarifying roles and responsibilities, organization design, etc.)
• Work with leadership to manage talent development (mentoring, leadership development programs, university recruiting, etc.)
• Increase employee engagement and commitment
• Provide sound advice and counsel to management on all employee relations matters
• Partner with the Staffing COE to ensure flawless execution of staffing processes for all levels within the business and develop staffing strategies to ensure a robust pipeline of quality candidates
• Program manage key HR initiatives within the business (compensation program development, key staffing initiatives)
• Support GBE as well as Honeywell HR initiatives across the functions

Market HR Director Resume Examples & Samples

• HR Leader for the Market
• Represent the HR voice and the needs of the full employee base in the Market
• Lead local talent planning for the Market and support career management and employee development across the campus
• Ensure a “One Amex” approach to employee engagement
• Drive change management efforts in the Market
• Lead the design and delivery of the Market Employee Plan. Coordinates with HRBP’s, COE’s and US Market HR colleagues, to ensure alignment and effective deployment. Leverages data and sees linkages across multiple lines of businesses. Effectively deploys the right tools and solutions to drive engagement and business results. Ensures location level focus on holistic market level issues and solutions, including talent, engagement, diversity, etc
• Be the face of HR to employees on campus and partner with COEs and the business to build the employment brand in Florida
• As a key member of the Market Leadership Team, act as coach, advisor and lead as appropriate on matters related to all aspects of the employee lifecycle
• Ensures HR plans in place to manage change projects ( which can be LOB driven partnering with LOBs/ BPs) within the market including restructuring, acquisition, real estate and other large scale changes or talent movement
• Creates high performing HR team; coaches and develops top HR talent for market/region/global utilization
• Creates a “One HR” team culture across all HR resources in the market and encourages team work. May serve as a point of integration for all HR activities in the Market
• 7+ years of relevant HR experience and leadership
• Strong people leader, with the ability to engage and create “followership” from others. Creates vision and provides clarity for team
• Excellent communication skills able to cascade complex messages in simple form and ensure employees can see how what they do day to day supports the company’s strategic priorities and direction
• Keen focus on driving measurable high impact outcomes
• Demonstrable keen focus on and concern for the overall employee experience
• Ability to think conceptually and strategically, and flex between a big picture view and detailed execution
• Awareness and understanding of the local culture and how things work in the local market
• Understanding of the local talent landscape, pipeline, and labor market
• Ability to identify and coordinate resources to deliver services/solutions across
• Track record in successful management of employee relations, with awareness of evolving employment legislation and practice

International HR Director Resume Examples & Samples

• Key member of the Global HR Leadership team responsible for driving change aligned with agency goals and priorities
• Primary point of contact for HR in EMEA/APAC; must ensure HR effectively supports the unique and changing needs of the regional business. Supports all employees with respect to human resource issues. Keeps abreast of HR trends, methods and concepts in oversight markets in order to maximize value of contribution to the agency and to employees. Serves as an internal resource for managers and employees in matters pertaining to employment law and performance management
• Develop EMEA and APAC specific people strategies; implements organizational development interventions; creates, drives, and leads HR training programs; supports the development and sustaining of leadership development and succession plans
• Ensure that qualified employees are hired and effectively integrated into agency by working closely with Hiring Managers, Staffing and other HR functions to develop and to implement orientation and integration programs
• Partners with Global Centers of Excellence (HRIS, benefits and compensation) to ensure compensation programs, base pay, benefits, incentive rewards, are equitable and competitive for client team(s)
• Develops an overall strategy for client teams’ hiring, development and retention of employees
• Ensures tailored, appropriate and relevant HR communication to EMEA/APAC employees in a way that contributes to an environment of respect and open communication
• Elevates emerging trends within the EMEA/APAC region to HR Global leadership with regard to issues that impact employee satisfaction and retention, such as the quality of management, compensation, and agency culture
• Assesses country and regional cultures to ensure an environment where team satisfaction is high, where agency values are consistently modeled and where people practices are reinforcing of desired results
• Acts as value-added member of agency management by offering information and opinions to client teams, HR and the agency, integrating objectives with other functions and accomplishing results as needed
• Optimizes employee individual performance and overall contribution to the agency through the development and management of HR programs and strategies that are aligned with the culture, values and objectives (for example. flexible workplace, career development)
• Manage, coach, mentor and lead APAC and EMEA HR teams
• Minimum 10 years’ experience in Human Resources management, emphasis in generalist or equivalent level of experience, preferably in a similar fast paced and demanding environment
• At least three (3) years of supervisory experience in a human resource position
• Experience of working across international geographies
• Communications, Advertising, Marketing or Professional Services experience a plus
• Merger & Acquisition experience is preferred
• At least 10 years overall working experience, 10 years management experience in HR position (ideally in HRBP role)
• Previous experience as an HR Director in ANZ in the Information Technology or related sectors
• Experience in different areas of HR preferred such as a COE or HR Shared Services
• Challenge Complexity
• Change Agility
• Quality Focus
• Results-Driven
• Self-Development
• Build and sustain relationships with all levels of the client groups and Business HR in order to influence and positively impact the overall business strategy and success of the team
• Effectively influence analysis and decision-making in the areas of leadership, talent management and development, succession planning, change management, work force planning, organization development and design, team building, performance management, and employee relations
• Collaborate with the HR Centers of Expertise (Rewards and Recognition, Talent Acquisition, Talent Management, Leadership Development and Shared Services) to diagnose, develop and deliver solutions to support client groups
• Work in close partnership with North America Head of Dupilumab to successfully design, build and launch a complete field organization from the ground up
• Design and deliver on-boarding program for all new hires associated with the launch of Dupilumab
• In partnership with business leads provide coaching and counsel needed to build and align culture across new Immunology organization and existing MS business. Manage complex employee relations issues
• Facilitate team effectiveness workshops and interventions to build out high performing teams and culture across all organizations
• Manage tactical and operational aspects of HR in support of defined client groups such as report generation, data clean up, data transactions, etc
• Monitor and analyze key HR indicators such as turnover statistics, time to fill, etc. to ensure appropriate interventions take place in order to maintain stability in the business
• In partnership with business leaders, develop retention and engagement strategies that are integrated into the Sanofi Genzyme culture in support of recognition, open candid communication, and values based organization
• 10+ Years BioPharmaceutical environment experience
• Working with a nationally distributed Sales and Marketing organization with an understanding of Sales incentive compensation
• The person hired for this position must be able to embody and effectively demonstrate the Sanofi LEAD behavioral competencies of Thinking Strategically, Acting for Change, Striving for Results, Committing to Customers, and Cooperating Transversally as well as the HRBP competencies of Communications and Change Leadership, Strategy and Business Planning, Consultation and Relationship Management
• The person must also be able to relate well to all levels of the organization and work in a matrix environment
• This person will have a demonstrated track record of effective influencing and coaching, teamwork, Organizational Design and restructuring
• The candidate must have experience effectively coaching, guiding and influencing senior leadership to drive significant cultural change and employee engagement
• The candidate selected must be able to work in a fast-paced, nationally distributed Sales and Marketing organization with a sense of drive and urgency, balancing multiple priorities simultaneously
• In addition, the candidate selected will have excellent reasoning and problem-solving and conflict resolution skills, effective project management skills and organizational and communication skills (written, verbal, listening and presentation)
• The candidate should also be able to demonstrate interpersonal awareness to effectively build and sustain strong client partnerships with trust and credibility

HR Director, Sequencing Resume Examples & Samples

• Manage HRBP team ensuring resolution of complex employee relations issues
• Conducts effective, thorough and objective investigations to ensure organization effectiveness, legal compliance and fairness to employees
• Lead team in maintaining in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
• Assist in determining staffing needs and in the selection of top talent
• Direct the development of EEO/AA programs and practices and manages their implementation
• Responsible for the preparation and submission of AA Plans to the OFCCP as well as all other state and Federal reports
• Strong verbal and written communications
• Ability to interface with all levels of the organization
• Ability to integrate data in order to make appropriate employment decisions
• Ability to effectively lead change

HR Director, Medical Group Resume Examples & Samples

• Bachelor's Degree in business, HR or related field required
• PHR, SPHR, SHRM-CP or SHRM-SCP preferred (certification must be attained within 12 months in position)
• Eight years relevant experience, preferably within an integrated healthcare system
• Three years' experience in an exempt level leadership role, strong preference given to physician practice/medical group leadership
• Advanced knowledge of management and organization strategies
• Preferred strong working knowledge of physician practice administration, contracting, compensation and incentives
• Working knowledge of MS Office Excel, Word and PowerPoint
• Knowledge of applicable federal, state and local laws and regulations impacting area of responsibility
• Strong presentation development and delivery skills
• Strong organizational and interpersonal skills including written and oral communication skills
• Act as a trusted advisor of the leadership team, providing advice and insight on how to create and manage a comprehensive talent strategy
• Coach and advise the management team on all aspects of people and management leadership
• Proactively identify employee issues in teams across the company and work with the management team to find long-term solutions
• Stay current on industry trends, employment law and best practices to provide leadership and guidance to the business on all Human Resource legal and compliance issues
• 7+ years of working experience in a Human Resources capacity, and a minimum of 4 years management experience
• Bachelors Degree or Certificate in Human Resources Management
• Strong understanding of employment laws and hiring practices within the UK and US – preferable experience within continental Europe
• Ability to build and manage a global team of Human Resources
• Experience advising and influencing C-level teams
• Previous experience within an agency and an interest in the fashion and media industry is preferred
• Experience of working in a company with multiple locations
• Strong experience building and maintaing culture at rapidly growing organisations
• Able to effectively build relationships across all level of the business and establish trust, respect and confidence
• High emotional intelligence with strong problem solving skills
• Extremely well-organised, methodical and efficient, with a good dose of common sense and initiative
• Willingness to be hands-on and to get things done
• Discreet, professional and articulate, with excellent communication skills
• Can work autonomously and as part of a team in a fast paced environment. Ability to work to tight deadlines. Excellent prioritising, time management and project management skills
• Eligible to work in the United Kingdom
• Additional languages (French and Italian) are an advantage but not essential
• Leadership - guides individuals and groups toward desired outcomes, setting high performance standards and delivering leading quality services
• Customer orientation - establishes and maintains long-term customer relationships, building trust and respect by consistently meeting and exceeding expectations
• PC skills - demonstrates proficiency in Microsoft Office applications and others as required
• At least 3 years experience in Human Resources Management/Administration
• Prepare and maintain Human Resources budget
• Participate in EEO, Unemployment, Wage & Hour, Worker’s Compensation, OSHA, ADA, Immigration and Naturalization Service hearings. Implement policies and programs to guarantee compliance
• Communicate new policies, information, and directives to all employees
• Conduct training classes
• Maintain Heroes of Hospitality (Employee of Month/Year) program
• Monitor Service Standards by Position training program
• Develop managers for future advancement
• Complete weekly payroll processing (in a Union environment a plus)
• Familiarity of NYC Hotel Union
• ADP EV5 experience helpful
• Communicate, coordinate and execute PPC strategies and business unit/facility tactical initiatives for their home facility
• Through the Complex HR Managers in their assigned area, oversee and insure the communication, coordination and execution of PPC strategies and business unit/facility tactical initiatives
• Provide counsel to home and area facilities HR and Operations management on complex employee relations, policy, compliance, and legal issues
• Provide focus, accountability and drive ownership for key performance indicators (overall performance management)
• Oversee the development of the overall talent within the home and area facilities (skills and people gaps)
• 7 to 10 years experience in HR management or supervision required
• Multi-site responsibility preferred

HR Director Suez Belgium Resume Examples & Samples

• You will lead the HR department (about 30 FTE) in performing its daily operations and tasks
• You will establish a HR strategy according to the business strategy and manage and anticipate the HR consequences of the business changes
• You will ensure that the directions chosen are in line with the business and HR guidelines of both the SUEZ Belgium and the SUEZ Group
• You will be a member of the Country Board Belgium/Luxemburg and of the HR Team Benelux & Germany
• You will report to the Country Manager SUEZ Belgium, matrixed to Chief HR Officer Benelux & Germany
• You will work in different locations in Belgium (Headquarters in Brussels)
• Ensure the Human Resources availability (quantity and quality) that is needed for the business today and tomorrow
• Develop HR processes, procedures and policies in order to support the business to meet their commercial and operational needs
• Maintain and improve the relations with employee representatives. Coordinate/manage the social dialogue and negotiations with employee representatives
• Build up an efficient Talent Management and ensure a proper succession planning for key roles
• Put in place training and development programs to support the business requirements today and tomorrow
• Ensure the annual Performance Management cycle
• Support the HR team and ensure a high level of motivation and team spirit
• Drive the change of the business model together with the other Country Board members and anticipate the needed HR changes
• Support the project “One SUEZ Belgium” together with the other Country Board members
• Contribute to the HR agenda of Benelux/Germany
• Ensure compliance with the Group´s and the SUEZ Belgium HR policies and their application within SUEZ Belgium
• Represent SUEZ Belgium with regard to HR matters within the Group and if needed outside the Group&#8217

HR Director, Ads Resume Examples & Samples

• Drive reoccurring team meetings and 1:1 as necessary
• 12+ years of HR experience
• 5+ years experience with coaching at the manager level, focus on performance management, employee relations and data analytics/reporting
• Ability to fit the needs of the teams

HR Director, Corporate Pottery Barn Brands Resume Examples & Samples

• Organizational Consulting: Provide advice and counsel to leaders and associates in the Pottery Barn Kids, PBteen, and Mark and Graham client groups on a wide array of talent considerations including organizational design, team dynamics, retention and engagement, and bench strength as well as individual coaching for enhanced performance and skill building. Partner with HR functional groups and Talent Acquisition to provide a superior customer experience for the associates
• Talent Strategy: In partnership with the HR team, drive our talent strategy through the brands
• Talent Process: Drive the HR processes, such as the implementation of the performance management, succession planning and compliance processes
• HR Metrics: Track and analyze staffing, retention, turnover, exit interview data and other information necessary to provide direction on key areas of focus to drive business results
• Associate Relations: Consult with managers and associates on all aspects of associate-related issues including performance concerns, policies and procedures interpretation, misconduct investigations, terminations, and associate communications
• HR Partnership: Serve as a key member on the Pottery Barn Brands HR team. Responsible for driving select key cross-brand initiatives to drive the "ONE HOME' people strategy
• 6-8 years of progressive HR experience
• Leadership experience supporting a retail or related organization
• Experience in HR with emerging brands a plus
• Exudes positivity, smart problem solving skills and creativity in developing solutions that achieve results
• Excellent listening and thoughtful verbal and written communication skills
• University degree in appropriate academic qualification or equivalent experience
• Minimum of 5 years HR experience or related experience
• Experienced negotiator and good knowledge of Swedish labour law
• Good analytical and business skills to develop and maintain strong stakeholder relationships
• A proactive and responsive customer oriented person with a drive for results and development, and an ability to work with senior and line managers
• Good knowledge and understanding of both operational and strategic HR
• Well organised and structured in order to give room for innovation and creativity
• Energy and drive to reach business results
• Coaching skills and ability to build relationships and networks
• Strong communicator with good English command, verbal and written
• High level of integrity and credibility
• Understanding of interpersonal relationships and organizational behaviour
• Basic skills of HR IT systems is a merit

HR-director, HR Business Partner Resume Examples & Samples

• A passion for and excellence in working collaboratively while demonstrating expertise in the various human resources disciplines, especially performance management, employee relations, compensation, training and work process improvement
• Experience in both large and small/medium size organizations, ideally in the professional services industry
• Strong project management abilities and process-orientation as well as a high tolerance for ambiguity amidst change are key to success in this position
• The ability to remotely and independently manage the majority of the day to day needs of client base and an innate sense of knowing when to seek additional support from the head of HR when required
• Above average ability with regard to Microsoft Office tools
• Previous experience managing and developing an HR staff
• BA required; HR related advanced degree and/or SHRM certification a plus
• Develops and implements HR plans, programs, and tools to build and enhance regional organizational capability
• Reinforces global and standardized policies, processes, and technology for service delivery to increase operational effectiveness and efficiency
• Knowledge of cultural differences in different regions or countries that might impact or limit the effectiveness of a promotion, property or program
• Knowledge of laws affecting employment and local legal limitations when developing programs
• Ability to provide oversight and management to synthesize/bring synergy to multiple initiatives by establishing courses of action for self and others to ensure that work is completed efficiently, adjusting priorities, establishing management routines to effectively track progress and identify issues, removing barriers and leveraging resources
• Possesses proficient HR functional knowledge across all disciplines and exercises expertise in several areas
• Strong business acumen: translates business knowledge to the identification/creation of human capital initiatives
• Master’s degree or equivalent experience in Human Resources or related field, preferably from a leading B School
• 10+ years of progressive experience in Human Resources
• Previous management experience in a global matrixed organization

Division HR Director ITW Evercoat Resume Examples & Samples

• Serves an active member of the Evercoat senior leadership team. Acts as Human Resources expert within the leadership team covering all areas of the HR function (e.g. Talent Management, Performance Management, Leadership Development, Recruitment, Compensation, and Engagement, etc.)
• Develops and ensures successful execution of the talent acquisition, development, retention, and engagement strategies within the division
• Actively participates in the financial planning process and operational business reviews; builds people and organization plans to enable differentiated business results
• Drives compliance with and implementation of all relevant HR policies, procedures and initiatives
• Works collaboratively with Division Leaders and the broader HR community to ensure key messages are promoted and cascaded throughout the organization
• Nurtures an environment consistent with the ITW values and culture
• Masters and utilizes the ITW operating philosophy and tools
• 7+ years of progressive work experiences in human resources, and organizational development roles, preferably within manufacturing, automotive, distribution or operations industries
• Experience working with and leading international teams preferred
• 2+ years’ collective bargaining experience
• Experience building people and organization plans to ensure organizational readiness and capability to meet changing business conditions
• Strong financial acumen with ability to demonstrate HR value creation through measurement of key metrics
• Excellent oral & written communications skills
• Excellent influencing, teambuilding and collaboration skills
• Strong change management, analytical, problem solving and organizational skills
• Excellent understanding of business dynamics and organizational design
• Ability to handle a high level of complexity and ambiguity within an ever changing business environment
• Demonstrated success within a multinational organization a plus
• Cross cultural awareness
• Ability to travel domestically and internationally 30%--40%
• Proficiency using HR Information Systems and MS Office (Word, PowerPoint, Excel, Share Point, etc.)
• High Potential Process, Programs and Targeted Development plans (i.e. design, preparation, identification and partnering w/ HRBPs for HiPo development tracking)
• People Leadership Development (manager quality enhancement pursuant to our People First initiative)
• Broad-based Talent development
• Performance management process and methodology
• Talent Assessment methodologies
• Oversight of Employer branding & EVP development efforts; social media presence and outreach in partnership with Talent Acquisition, Marketing and Communications
• New Hire Experience and Internship programs
• University relations and events-based recruitment in partnership HRBPs and TA regional leads
• This role will have a direct staff of 6

HR Director GCC Resume Examples & Samples

• Generalist HR management experience covering all areas of HR management practice
• Exposure to senior management, with demonstrable leadership and management skills
• A strong leader with experience working within a matrix organization structure
• Up-to-date knowledge of local labour, social and employment legislation
• Knowledge of HR processes, principles and practices
• IT literate – IT tools essential to role are MS Office, ALPS (People Soft), Taleo (Oracle)
• Language skills: fluent English essential. Fluency in Arabic is an advantage

Zoii HR Director Resume Examples & Samples

• Oversee Human Resources staff consisting of HR Managers from various Zodiac Business Units
• Responsible for the overall direction, coordination, and evaluation of these Business Units and thorough understanding of each unit
• Carry out supervisory responsibilities in accordance with the organization policies and applicable laws
• Responsibilities include interviewing, hiring and training employees, planning, assigning and directing work, appraising performance, rewarding and disciplining employees, addressing complaints and resolving problems
• Demonstrate discretion, integrity and fair-mindedness
• Ability to work with mathematical concepts such as probability and statistical inference
• Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations. Create KPI metrics: Turnover, Headcount, Absenteeism, Training Reports
• Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form

HR Director Mexico Resume Examples & Samples

• Act as a trusted advisor to business and functional leaders to help solve business challenges and drive change
• Manage and develop skills of the Human Resources team to support business priorities. Ensure functional leaders are focusing on short and long term priorities that will drive needed business outcome. Ensure objectives are aligned with the business and are specific and measurable
• Maintain commitment of “Doing Business Right” and “Choose Zero” Safety Culture. Foster a culture where ownership of health and safety is embraced by all employees. Partner with EHS to ensure compliance with state/federal/provincial safety requirements and drive “zero incident” culture
• Drive HR functional excellence in employee relations, talent management and organizational effectiveness, selection, compensation and benefits, and HR services
• Ensure Mexico´s Employee and Labor Relation´s strategy proactively drives positive employee relations to provide an optimal work environment for all employees. Develop and monitor labor-management relations and human resource strategies in a manner that will decrease the dependence of employees on third party representation
• Oversee strategy to develop Mexico Talent Pipeline and build Mexico Inclusion and Diversity goals
• Create and deploy engagement and retention strategy across the businesses. Effectively utilize continuously listening / feedback mechanisms to drive targeted actions and communication in support of employee engagement and continuous improvement
• Deploy effective employee communications strategy
• Manage and develop employee compensation/reward and recognition programs, driving pay-for-performance, culture aligned with business objectives
• Maintain commitment to Mexico´s Health and Wellness Strategy
• Able to understand and influence across highly complex organization
• Strong, clear communicator
• Demonstrated working knowledge of Mexico labor and employment environment and regulations
• Fluent in English and Spanish
• Business focused and results oriented with a bias for taking action
• Global mindset and approach
• Ability to balance corporate and local solutions
• Ability to work in a fast paced, growth oriented business
• Builds relationships and strong followership
• Strong leadership courage
• Forward thinking perspective
• Able to shift quickly from tactical to strategic
• Adaptable and comfortable in a fast changing, matrix management environment
• Availability to travel 35%
• Prior experience with mergers & acquisitions or large scale project management roles desired
• Demonstrated strategic thinking capability and business acumen
• Prior leadership experience as strategic HR business partner and HR functional leader
• HR experience in manufacturing desired, with plant level experience
• Experince working in a large multi-national company
• Leads the creation and implementation of the long-term global “People Plan” for the diverse client groups, within a matrixed organizational structure to enable the execution of the organization’s financial, operating and strategic plan
• As lead HR business partner for the assigned client group, supporting an Executive Leadership Team (ELT) member, directs activities such as re-organizations and other change management initiatives (i.e. reductions in force, mergers and acquisitions and other workforce actions)
• Ensures the effectiveness of programs and practices that will allow the organization to attract best in class talent in a cost effective manner
• Provide strategic direction, ongoing consultation and implementation of employee performance and development processes including: performance review, talent review, promotion review and succession plans
• Drive the selection, management and evaluation of internal and external partners who deliver planned performance improvement solutions (ie coaches, interventions, etc)
• Assist in the support and development of competency models and career path/learning roadmaps for job families. Conducts competency and skill assessments
• Identify performance gaps and provide solutions for individuals and teams that could prevent the business from achieving their objectives
• Act as executive coach for senior leadership team
• Coach, mentor, and develop direct report and extended teams
• Provide HR vision for client groups and line of sight
• 10 years in Human Resources, in multiple disciplines (Change management, Recruiting, Compensation, Benefits, Training, Organizational Development, Employee Relations, etc.)
• 7 years of management experience and evidence of interaction and influence with senior management required
• Experience supporting the top Product Management/Engineering leader in a technology based company with at least $1B in revenues
• Experience in Product Management/Engineering workforce development, compensation plans, training
• Deep knowledge of US employment law and human resources practices
• Proven leadership abilities in developing and maintaining a high performance recruitment team
• Partner with senior management, HR Center of Excellence (COE) teams and regional HR Offices to formulate business plans, staffing objectives and human resource guidelines in support of global divisional business plans
• Travel required 20-30%
• Dive deep into your clients’ businesses
• Analyze and interpret data including client culture surveys, management effectiveness surveys, compensation, etc
• Mentor less experienced HRBPs
• A minimum of 15 years of relevant HRBP, ideally supporting revenue generating teams
• Unquestioned integrity; resolve, presence, and sureness. Excellent influencing skills at all levels in the organization and flexibility to be proactive in a fast-paced, ever changing environment. Proficiency in making timely, effective, ethics-based decisions
• Bachelor’s degree in Business, Human Resources or related field. Master’s degree preferred
• 5-8 years’ experience in an HR function with global employees, preferably in a variety of functional areas or as a generalist with a strong functional emphasis in a complex multi-national organization
• Understanding of the framework of global professional and academic activities, including legal entities and structures, taxation, social welfare systems and mandates, travel and work authorizations, security and risk management
• Ability to design, implement and manage complex HR/benefit programs across multiple disciplines
• Capacity to effectively address diverse audiences with varied knowledge and experience with international HR/benefit programs, from employees to senior management
• Understand employment compliance and regulatory environments, including relevant country statutory employment requirements, common work authorization and immigration practices, and social insurances
• Skilled in project management including the ability to manage and prioritize the resources and tasks required to support simultaneous deliverables and delivery dates
• Ability to facilitate the resolution of complex problems impacting people and programs
• Skilled in verbal and written communication, including ability to provide briefing and training to diverse audiences. Must be able to effectively influence individuals of varying backgrounds and learning styles
• Ability to operate independently where appropriate, and understand when to escalate issues
• Strong analytical skills and ability to work on basic processes as well as strategic initiatives
• Global HR knowledge commensurate with GPHR certification
• Experience with MS Office (Work, Excel, Outlook, Powerpoint)
• Knowledge of HR information systems such as PeopleSoft/Oracle, basic understanding of data base systems and ability to conduct Internet research
• Occasional work on evenings and weekends
• Occasional international travel
• Manage the relationship between the Division and HR Division to ensure that there is a mutual understanding of needs, challenges and business plan objectives
• Deliver HR strategy and provide professional HR guidance and support across the Division to optimise employee engagement
• Support the Divisional leadership team in making decisions through the provision of HR data, advice and general information
• Ensure that HR policies and processes are fully communicated, understood and complied with and that all HR-related activity in the business unit is legally compliant
• Support organisation effectiveness by developing and implementing solutions aligned to organisation principles
• Act as a point of escalation for issues that cannot be resolved by the wider HR team, including disciplinary, grievance and dismissal processes to ensure compliance with legal regulations and BBC value
• Develop/manage relationships with recognised Trade Unions and Employee Representation Groups and other external partners/professional organisations and networks
• Manage the Division HR budget and prudently control resources within that budget so that financial targets are met
• Build, lead, coach and retain a high performing and cohesive team so that they can deliver the Division’s objectives and aspirations
• MCIPD, or equivalent and Continuous Professional Development
• Contributing to the development, implementation and review of strategy and decision making at Divisional level
• Proven track record in building, motivating and empowering teams
• Commercially minded with ability to manage process and change
• Lead the development and maintenance of workforce planning (including Job catalogue)
• Secure quality of and analyze HR data in order to understand and present trends as well as suggest actions to support the organization
• Responsible for analysis and reporting of headcount development and forecasting
• Responsible for development and maintenance of the HR dashboard
• Drive, coordinate and support HR process and projects, in close collaboration with other stakeholders
• Master or Bachelor’s degree in HR, Business Administration or equivalent
• Strong analytical, reporting & planning skills
• Drive for continuous improvement
• Structured and organized
• Solid presentation and communication skills
• Global mindset and ability to capture the global and local needs
• Excellent language and communication skills in written and spoken English
• Knowledge of the IS / IT systems used within Volvo and a keen interest in keeping up with new IT tools and methods
• Experience of working with SAP
• Strategic solution provider, business partner and advisor
• Partner with the business to align human resource initiatives with strategic objectives and annual business goals. Drive plans with measurable objectives that support business, financial and employee engagement goals
• Build organizational capability through ownership of talent management processes including acquisition, assessment, performance management, employee development, succession planning and retention. Focus heavily on recruiting pipeline and retention of key roles, managers and employees. Manage and develop employee compensation/reward and recognition programs, driving pay-for-performance culture aligned with business objectives. Foster a culture of managerial fitness, ownership and accountability of the employee life cycle
• Lead and develop the Human Resources team to support business initiatives and goals including direct and functional reports. Encourage and drive knowledge retention and best practice sharing across the division
• Drive positive employee relations to provide an optimal work environment for all employees. Effectively deploy communication plans and utilize assessment tools (e.g. the employee survey) to determine organizational issues and action plans. Exemplify and lead Eaton Values, Philosophy, Ethics, and continue to be a steward for the Eaton Leadership Model
• Drive transformational change and foster a culture where continuous learning, ownership and accountability thrive
• Focus on health and safety to ensure it is embraced by all employees. Utilize MESH and functional resources to ensure compliance with state/federal/local safety requirements and drive zero incident culture
• Provide leadership guidance, coaching, and mentoring. Develop and implement solutions to organizational challenges by leading/coaching others through change
• Drive HR functional excellence through deployment of Eaton programs, ensuring quality of process and content and alignment with the EBS to achieve goals and objectives. Ensure that knowledge retention and sharing mechanisms are developed, continuously improved and sustained. Develop, optimize, document and standardize sustainable processes, sharing best practices across the division
• Understand external factors occurring outside Eaton to remain current with what is happening in the external environment. Develop the skills in keeping abreast of changes and the external business environment to drive successful human capital strategy
• Bachelor’s degree from an accredited institution required
• Minimum of 7 years of increasing responsibility in a progressive HR environment
• Minimum 1 year management of people experience
• Demonstrated cultural and transformational change capabilities
• Strong knowledge of Eaton Business System preferred
• Knowledge of relevant local/state/federal/provincial employment laws
• Excellent facilitation/ coaching skills. Strong employee relations skills with the proven ability to successfully drive change and leadership ownership/accountability
• Great organizational skills and demonstrated ability to get results
• Ability to work in a matrixed environment
• Masters Degree in Business, Human Resource Management, or Industrial & Labor Relations
• Proficiency in Spanish language
• Develops and drives execution of the people engagement strategy for the market
• Leads the design and delivery of the Market Employee Plan. Coordinates with HRBP’s, COE’s and US Market HR colleagues, to ensure alignment and effective deployment of key initiatives. Leverages data and sees linkages across multiple lines of businesses. Effectively deploys the right tools and solutions to drive engagement and business results. Ensures location level focus on holistic market level issues and solutions, including talent, engagement, diversity, etc
• Is the face of HR to employees on campus and partners with COEs and the business to build the employment brand in Phoenix
• As a key leader of the Market HR Team, leads as appropriate on matters related to all aspects of the employee lifecycle, acts as a coach and trusted advisor
• Ensures HR plans in place to manage change projects within the market including restructuring, acquisition, real estate and other large scale changes or talent movement
• Ensures area / site compliancewith HR policies, local workforce laws and regulations
• Partners with C&B to ensure C&B effectiveness within market
• Maintains a focus on employee advocacy in all matters
• Partners with and supports the GELR COE on local employee and labor relations to help maintain positive labor relations
• Understanding of the local talent landscape, pipeline, and labor & economic conditions in the market
• Business knowledge and financial acumen. Ability to influence outcomes at Sr. levels
• Provides counsel to Corporate management and employees on employee relations issues. Manages employee complaints, harassment allegations, and work/performance issues while ensuring legal compliance, leveraging employee abilities and managing risk. Effectively investigates the issues and recommends appropriate action
• Collaborates with and assists the CHRO with on-going projects, procedures and other human resources initiatives; also will act as Project Manager for various HR projects
• Monitors implementation of human resource policies and procedures in conjunction with GCA's CHRO and in coordination with the GCA Corporate HR team
• Assist with the recruitment process as business needs dictate which includes managing leadership expectations, assessing potential talent development opportunities, and engaging internal candidates in career discussions. Encourages Promotion from within the Company
• Drives learning and development strategies throughout the Company in partnership with Operations staff, to include engaging with the field (hourly operations staff/clients)
• Develops and administers training plans, procedures, and programs that address the organization's training needs
• In partnership with Compensation leadership, implements annual updates of GCA comp & Benefit program roll outs
• Remains current on state and federal HR related legal changes and directives and is able to assess and translate same to determine impact on the organization
• Monitors job description and performance evaluation programs and advises division management as necessary. Assures compliance with federal, state and local regulations
• Monitors new employee orientation, training, and succession planning programs. Monitors Personal Development Plan (PDP) and Performance Improvement Plan (PIP): provides employee relations counseling & exit interviewing
• Develops and assists with the implementation of employee retention programs
• Operates within a financial budget for the department that has been developed and agreed to with the Division leadership and CHRO
• Possesses oral and written communication skills sufficient to communicate credibly and effectively with applicants, outside agencies, and all levels of the organization. Composes researched, well-organized and substantive documents such as the employee handbook
• Travels as required for departmental meetings, investigations, large-scale training and implementation of programs
• High energy level, comfortable performing multi-faceted projects in conjunction with normal activities
• Labor experience preferred
• Strong level of interpersonal skills, tact, maturity and flexibility
• Strong communication skills -- both oral and written
• Projects a positive and professional image on behalf of the organization
• Strong service/quality attitude
• Ability to work as a self-starter and used to working as a stand-alone function with support as needed
• Ability to work under pressure and meet established goals and objectives
• Strong public speaking skills
• Sense of urgency & ability to meet deadlines; self-directed
• Frequent travel (20-30%) as needed to fulfill job requirements
• Proficient in Microsoft Office including Word, Excel, Outlook, and Power Point

HR Director, Infrastructure Engineering Resume Examples & Samples

• Partner with business and functional leaders to develop and lead an effective people strategy
• Provide strategic business partnership to senior executives: Provide executive coaching to top leaders, focus on performance management, leadership development, and conflict management
• 10+ years of experience as a HR Business Partner or equivalent supporting at the Executive level
• Experience as an organizational leader with business acumen
• Experience operating in a matrix and fast moving organization
• Ability to work in a constantly changing environment and cultivate relationships globally
• Capable communicator with personal presence
• Consulting, coaching and facilitation skills
• Experience helping global organizations scale require
• Drive leadership effectiveness for the client organization
• Diagnose performance issues with the business at the leadership level, and work with business leaders, HR leaders, and in-house consulting resources to design and implement solutions
• Provide executive coaching to leaders and leadership teams
• Identify, diagnose, and work with leaders and HR team to address key workforce issues such as retention, performance management and differentiation, employee readiness, overall manager capability, and other talent and organizational priorities measured by our people scorecard
• Lead improvements in and enhancements to employee satisfaction and engagement and organizational health and effectiveness of the client organization
• Instill advanced change management effectiveness capability throughout the organization to make the most of organizational assets and strategic decisions
• Assess the comprehensive talent pipeline against future critical capability needs, identify gaps, and take actions to resolve in collaboration with Staffing, Talent Management Consultants, and HR Managers. This may involve developing internal and external slates, facilitating assessment and selection of leadership talent for key roles, and developing high potential talent toward readiness for key executive positions. As well, this includes defining role-based readiness and development requirements to better prepare the workforce for future business imperatives
• Provide leadership in driving the HR agenda and building community and acumen across a virtual global HR Manager group
• 10+ years of relevant HR experience
• Demonstrated success in managing HR initiatives in a large, complex, matrixed, and global business environment
• Experience partnering with wide network of clients and across HR to deliver effective business solutions
• Proven ability to develop Trusted Advisor relationships with senior executives, along with proven executive coaching capabilities
• BS/BA degree required, MBA or advanced degree in HR preferred
• Create, build, and manage various email marketing campaigns across all lines of business
• Measure results, analyze, and optimize email marketing programs
• Monitor templates across multiple email clients and devices to assure templates are always responsive
• A/B test and share findings with key stakeholders
• Monitor deliverability and automated data cleansing to maintain healthy database
• Measure results and optimize the lead nurturing workflows for these segments to convert leads into customers
• Ensure all email campaigns comply with current email best practice in the industry
• Remain on the cutting edge of CAN-SPAM requirements and be ready to consult with internal clients regarding their importance
• Interpret data/reporting and use analysis to apply changes that increase efficiency of programs
• Maintain and monitor nurture programs -- optimizing all aspects for best results
• Work independently with critical thinking to troubleshoot/fix automated campaign

Regional HR Director North Asia Resume Examples & Samples

• Design and implement country/country cluster HR organizations together with affected business and the Country Coordinators whilst maintaining good business support during the transformation period
• Identify and evaluate, in close cooperation with the GBS organization, which transactional activities that can be transferred to the GBS organization, adding additional value
• Design and implement the HR Business Partner organization to ensure efficient and effective business partnering support for all businesses in the region
• Drive harmonization of employment conditions in the region
• Design and plan the implementation of the regional HR organizations
• Drive the implementation of the future state HR organization project incl. establishing project organization and resource planning
• Actively support the roll out of common Center of Expertise processes assuring objectives are aligned with corporate and the business units
• Together with the affected business and the Country coordinator identify what efficiency and quality improvements that can be realized in the country/country cluster within the HR BP and HR Service area and design and implement appropriate country organization
• Evaluate readiness of transfer of transactional activities to GBS together with Global Process Owner and support the transfer when applicable
• Evaluates business cases for improved system support required together with GBS Global Process Owner, preparing for transferring tasks to GBS
• When applicable, works closely together with the businesses agreeing on how to incorporate the top 9 HR Business Partners in the Regional structure in the best way
• Assures that the human capital plans are supporting the longer term business agenda in the region
• Works closely with the Senior HR BPs responsible for the region to understand how to support the business strategy agenda in the best way
• Deploys and implements the Country/Regional HR Strategy and prioritize the HR projects, in line with the corporate HR strategy
• Enables the realization of the business plans by delivering excellent HR support
• Influences key business stakeholders to ensure buy in of the HR operating model roll out in the region
• Provides leadership to the Country HR LT to ensure the HR function in the respective country is aligned and optimally equipped to provide quality support
• Academic background with deep functional knowledge and HR expertise
• Good understanding of how HR can contribute to acceleration of the business strategies
• Proven track record in delivering results in an international matrix organization
• Catalyst for change with the ability to drive change
• Deliver through others/ability to influence people at all levels in the organization in HR and in the business and to build relationships with these stakeholders
• Leadership competence
• Communication skills, in matrix environment
• Leads from a core set of personal values and sense of purpose in line with the AkzoNobel values
• Strong process, CI, program leadership skill with the ability to influence across a matrix organization. Need to have good change management leadership skills. Good interpersonal and team-oriented skills are required
• Think strategically and remains focused on the mission, ignoring non-value added distractions
• Analyze data related to complex business issues and can marshal talent through influence to achieve the goal
• Manage cross-functional teams, often managing both “up” and “across” the organization without always having formal authority & motivates cross-functional teams and peer groups to develop stretch goals and execute to the goals
• Recognize and respond to expectations in a timely manner and with a sense of urgency required
• Set goals consistent with HR Solutions and the BT&S organization
• Excellent written and verbal communication skills with the ability to create presentations and present to diverse audiences including top leadership
• Up to 25% travel may be required at times
• A strategic partner to the respective executive and management team members in the country
• The primary role is “orchestration and alignment”; having the “know-how” to bring these services/programs to the customer to solve a business problem and ensuring managers are aligned with region, people and business strategies to develop the organization to its optimal level
• Provides HR consulting, support and services in alignment with the renewed SAP People and Organization Strategy and developed by Global HR Service Delivery and Centers of Excellence
• Acts as a culture change steward and organizational designer throughout their respective Board Area and Country
• Handles employee/labor relations matters, in addition to acting as a coach/counsel to employees and managers in highly sensitive, confidential or complex situations
• Consulting skills
• Change management methods
• Thought leadership
• Strategic consulting
• Labor-related law
• Ability to define and deliver the company’s HR agenda across multiple business areas
• Strong leader able to efficiently function in a matrix organization and align with different stakeholders to achieve goals
• Able to work on multiple and complex tasks as well as being able to work in a virtual and international environment
• Customer focus - driving innovative, simple, pragmatic solutions to ensure customer success
• At least 8 years overall working experience, 5 years plus in an HRBP position or comparable working experience
• Czech: fluent
• Provide leadership and HR guidance to a team of HR managers and generalists while partnering with HR leadership team
• Establish credibility and rapport with the business executives and their leadership teams by providing accountable and comprehensive HR leadership and direction
• Act as an internal HR consultant in areas including employee relations, staffing, performance management, staff development, compensation, benefits, safety policies and procedures
• Establish principles and practices for the HR function; determine key performance indicators and measurements for staff; develop HR goals, objectives, systems and processes to measure performance
• Recommend new approaches, policies and procedures for continuous improvement of the HR function and overall operations
• Partner with Corporate Human Resources to ensure development and implementation of compensation and benefits, training and development, employee relations, and recruitment strategies, which contribute to the success of business objectives
• Demonstrate excellent communication skills with all levels of the organization through effective verbal dialogs and written communications, as well as presentations to small and large groups of varying levels. Incumbent will exercise sound judgment and discretion
• Establish and maintain positive relationships with executives, management staff and associates
• Bachelor's Degree in Business Management, Human Resources or related discipline; Master's Degree a plus
• Requires a minimum of 10 years of broad-based HR experience in progressively responsible HR roles- Experience supporting Care Center/Call Center HR functions is highly preferred
• Demonstrated ability to drive business results through HR and broader business initiatives
• Ability to manage change throughout the organization
• Must be able to instill confidence in line management with HR Services support
• Must demonstrate good customer service skills, have the ability to effectively communicate with associates at all levels, and possess strong analytical and decision-making skills
• Successful experience in leading and managing both people and process during stable and seasonal periods COMPETENCIES REQUIRED: High energy, Strong business acumen, Straight forward and trustworthy, Outstanding communication skills, Results oriented
• Define department budget
• Stimulate maximum productivity and effectiveness of his subordinates
• Optimize efficiently the resources usage
• Supports the fulfillment of the policies of the company, labor, safety and health standards and legal compliance
• Revise and approves the subordinates' recommendations related to improvement practices
• Administers reports of the area to executive level
• Plan and defines programs of improvement in the work relatedprocesses
• Define the implementation of world class best practices in human resources processes
• Define implementation initiatives of improvement and best practices of business processes
• Responsible of keeping a good labor climate within the organization
• Defines the actions to follow to line up corporate direction and policies (corporate governance) related to human resources process
• Assure personnel formation, development and training
• Define department indicators and objectives
• Contributes to design and effective organization structure
• Define compensation and benefits policy to assure internal equality and competiveness with the market to retain talents and generate external people attraction
• Define best health and safety practices to keep personnel safe and healthy and company assets
• Define the development and succession plans of key personnel within the organization
• Assure the people development process

EPD HR Director Russia Resume Examples & Samples

• Works with regional Commercial leadership teams and affiliates to ensure accomplishment of long term and annual objectives
• Determine the requirements of the business by performing needs assessments to diagnose human capital issues
• Act as a broker between the needs of the business and corporate HR by developing solutions that support the long-range objectives of both
• Establish, build and maintain strong relationships with key HR partners to ensure elements of HR are successfully coordinated to meet business needs
• Proactively identify and address changes in the business landscape that impact human capital Issues
• Help the business make the right decision by balancing business strategy and people strategy
• Build the organizational talent pipeline by planning and contributing to key developmental experiences (e.g., leadership, cross-functional, technical, and global perspective)
• Business Partnerships
• Strategy development
• Experience working in a multinational company
• Experience working in multiple European countries
• Strong commercial HR experience in a matrix organization
• Experience of Business HR in a large affiliate, across multiple countries or with large commercial teams
• Demonstrated understanding of organizational development principles
• Working knowledge of all HR functional area
• Fluent English language skills are required, another language would be an asset

HR Director Germany Resume Examples & Samples

• Implement and/or develop HR strategies and programs withing Germany, Switzerland, Austria and Poland
• Manage all employee and labor relations activities in accordance with Agilent's company strategies and values
• Lead the Country HR Management Support team and German Apprenticeship Program and representing HR within the German Country Management team
• Providing upfront consultancy and implementing complex corporate and business changes as per agreed plan e.g. re-organizations, acquisitions & divestitures, changes around Compensation & Benefits etc. Enhancing organization’s capacity to manage change successfully
• Working closely with the different Country General Managers and local business leaders to development and deployment innovative local HR programs and services
• Providing consultative and strategic advice on people and organizational issues to business leaders and Country Management Team to maximize business, country & HR outcomes
• Continually challenging/evaluating the quality and effectiveness of HR programs and services and implements changes as appropriate to meet business and local cultural needs
• Monitoring and ensuring effective administration and compliance of policies and programs in accordance with local legal requirements
• Serving as company representative with external bodies as required
• University Degree or equivalent
• At least 15 years of relevant working experience in management positions
• In-depth knowledge of HR operations and a strong understanding of HR functional areas
• Expert knowledge of at least one HR functional area (C&B, Staffing, L&D)
• Expert in German employment and labour laws and regulations
• Experience in leading an HR team in a multi-national, publicly-traded company
• Results oriented and strong business acumen
• Proven experience as an effective leader, people manager and coach
• Ability to challenge the status quo and drive change
• Excellent communication and influencing skills
• Strong negotiation skills with a capacity to influence outcomes
• Good balance of strategic and tactical skills
• Able to operate and collaborate within a matrix organization
• Manage complex and multiple priorities taking measured risks and appropriate corrective action
• Excellent team player at both local and international level
• Fluent in German & English
• Support the Group HR Director in the creation and development of the HR strategy for News UK, ensuring departmental plans are tailored but reinforce News UK plans
• Provide guidance and direction to the HRBPs in developing department people plans covering retention , talent development, reward and recognition etc. Drive the implementation of the plans and measurement of progress against KPIs
• Responsible for ensuring successful implementation within designated departments, of any corporate HR interventions including the News Corp compliance agenda
• Ensure a good level of HR advisory services and support are being provided to line managers via the HRBPs on all day to day people issues
• Ensure all HR processes are well executed, especially annual processes (pay reviews, performance reviews)
• Build the change capability of key stakeholders
• Support Executive Directors with the development of their people through talent management initiatives etc
• Accountable for successful delivery of any large scale organisation restructures working with key stakeholders, Finance, Legal and HR specialist teams to ensure effective design and implementation
• Lead and/or represent HR on any ad-hoc strategic HR projects as and when required e.g. business acquisitions, new business development etc
• Coach and trusted confidante to key stakeholders across the business
• Extensive generalist HR experience including employee relations, employment law, performance management, talent management, headcount and cost management, change management
• Strong track record of HR delivery in a number of different, challenging environments
• Experience of operating successfully in a matrix/relationship driven culture/organisation
• Multi-site experience
• Previous experience of managing an HR team
• First class influencing and communication skills
• Able to work in a complex, changing business environment
• Resilient and bold to ensure initiatives achieve their full benefit
• Detail conscious, procedural and strong on employment law
• Pragmatic approach to problem solving
• Adaptability; able to maintain focus in a culture of rapidly changing priorities
• Strong business acumen –insight and understanding of how the business environment operates

HR Director, Mexico Northwest Resume Examples & Samples

• Recruit, select and retain leadership talent; ensure robust talent pipelines are created and maintained to strengthen internal succession paths
• Partner with Staffing COE and external partners to ensure staffing metrics are met
• Provide coaching to site leaders and business leaders throughout the region
• Lead MRR (Management Resource Review) process, salary planning, and other employee performance management and compensation activities
• Build HR capability, facilitate talent management to ensure succession planning, career management and development of high performing HR staff
• Drive goal alignment between businesses and HR function
• Manage knowledge sharing and continuous improvement within HR throughout the region and the country
• Deploy HR staff effectively and efficiently across sites
• Use data to enable decision making through use of scorecards and analytics
• Actively partner with site leaders to establish, implement and monitor short term and long term strategies for driving business results
• Manage HR functional transformation initiatives for sites in geographic area (e.g. HR VOC, Policy Standardization, Management Operating Reviews, Honeywell User Experience projects, Right & Fast initiatives, etc.)
• Participate in development and deployment of business strategies
• Partner in business task forces (e.g. cost reduction initiatives, policy/procedure development)
• Drive cultural change within the organization to achieve desired behaviors and results aligned with Honeywell Operating System (HOS) & Functional Transformation initiatives
• Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee engagement
• Manage and lead various initiatives utilizing basic project management methodologies
• Bilingual English and Spanish
• Minimum of 9 years of HR experience
• Minimum of 3 years of HR Management experience
• Knowledge of the Federal Labor, Social Security and related Regulations and Laws in Mexico
• Previous supervisory and remote leadership experience preferred
• Master's degree in business, human resources or related field with multi-industry and multi-location HR experience
• Experience in both union and union-free environments including manufacturing operations
• Change agent with excellent interpersonal and leadership skills, able to energize and motivate both direct and indirect organizations through thought leadership, energy and commitment
• Demonstrate excellent organization design and change management capabilities
• Strong organizational, leadership and follow through skills
• Six Sigma Green Belt certified preferred
• Project management experience preferred

Division HR Director Resume Examples & Samples

• Serves an active member of the Additives International senior leadership team. Acts as Human Resources expert within the leadership team covering all areas of the HR function (e.g. Talent Management, Performance Management, Leadership Development, Recruitment, Organization Effectiveness, Compensation, and Engagement, etc.). This role will serve to align Divsion HR strategy, culture, initiatives and tactics to those of the Enterprise HR Strategy
• Collaborates with divisional leadership team and broad Automotive Aftermarket Platform HR team on a number of organization-wide initiatives that drive organizational capability, leadership alignment, and operational excellence
• Applies principles and process of ITW Leadership Framework to enhance organization performance and achievement of strategic goals
• Possess a deep knowledge of the backgrounds, strengths, weaknesses, and development needs of key talent within the organization
• Builds a strong pipeline of talent to ensure a diverse high performing organization
• Sets the example for championing change and is knowledgeable on various change management strategies, principles and techniques related to organizational assessments, organizational redesign, communication and evaluation of the effectiveness of change management plans
• Encourages balanced risk taking, innovation and accountability
• Masters and utilizes the ITW operating philosophy and tools and is a role model of ITW’s core values
• Bachelor’s degree required. Master’s degree or additional educational experiences or certifications preferred
• 2+ years’ labor relations experience
• Demonstrated ability to drive results within a team environment and to develop productive working relationships at all levels of the organization
• Must have financial acumen with an ability to demonstrate HR value creation through measurement of key metrics
• Excellent oral & written communications skills (fluent English required, multi-lingual preferred)
• Demonstrated success within a multinational organization
• Strong international mindset and cross cultural awareness will be key attributes
• Ability to travel internationally 30%--40%
• Proficiency using HR Information Systems and MS Office (Word, PowerPoint, Excel, Share Point, Workday, etc.)
• Bachelor’s Degree in Human Resources, Public Administration, Business, Industrial Relations or related field is required
• Senior Professional in Human Resources Certification (SPHR) is preferred
• Five years of demonstrable management experience in human resources in an agency of 50 or more employees
• ADP payroll processing experience, preferred
• MS Office proficiency required with Word, Excel, PowerPoint, Access and Outlook
• Strong organizational skills; ability to multi-task and perform under pressure
• Broad knowledge of functional HR areas to include, compensation, benefits, recruiting and organizational development
• Must have ability to develop, revise and implement HR policies and procedures
• Must be familiar with HR information systems
• Must be team oriented
• Ability to meet deadlines with demonstrable time management skills
• Ability to execute with tact and diplomacy
• Must be able to work flexible hours, including weekends, and travel, as required

HR Director, Diversity & Inclusion Resume Examples & Samples

• 8-10 Years HR generalist/Diversity/Talent experience. Change management experience 5 years
• Strong written/verbal communication skills, framing and sharing priorities clearly and concisely and influentially
• Must have knowledge and passion for diversity; experience in leading diversity and or similar initiatives
• Experience in managing budgets and coordinating community philanthropic partnerships/projects
• Must be able to self-direct and work effectively with others at all levels of an organization with team members, senior leaders and consultants
• Proven ability to establish rapport and credibility with a wide range of constituencies; a collaborative approach to work and the ability to influence an outcome through a consultative methodology and foster relationships with the community and within the employee population
• Ability to function in a time-compressed, highly dynamic and potentially ambiguous situation to ensure milestones and deliverables are achieved
• Ability to coordinate and manage multiple projects simultaneously
• Ability and willingness to travel
• Excellent interpersonal and written/verbal communications
• Contribute at a senior level to the London Leadership team
• Build strong relationships with the leadership team and provide all MD’s with confidential strategic counsel on a daily basis
• Set and foster the cultural agenda within the business, which will include taking responsibility for the staff satisfaction survey, devising and initiating recognition or reward strategies/schemes, driving/owning employee engagement initiatives and running other working parties where necessary
• Line manage and support the HR Assistant to assist in the implementation of the HR’s team’s responsibilities as set out above
• Ensure the development of initiatives that address talent retention

UK Market HR Director & HR BP Resume Examples & Samples

• Design and deliver the Market Employee Plan for the UK Market to support and drive the Market Growth Plan
• Lead and manage the delivery of key HR projects and initiatives for the Market
• Partner with Business Leaders to ensure an effective employee experience across the employee lifecycle, providing thought leadership across the market
• Develop strong relationships with business leaders and Global HR Business partners to build a deep understanding of global and local business strategies
• Partner with HR business partners and Centers of Expertise such as Compensation & Benefits, Employee Relations & Recruitment to share knowledge and ensure a smooth implementation of local & global solutions
• Provide superior leadership to engage, inspire and develop the HR team (lead a team of 3)
• Ensure all practices and decisions support and promote core Diversity imperatives
• Support and lead change initiatives and communication at the market level
• Analyze and present HR data to offer strategic insight into talent performance solutions and measure results of all implemented initiatives
• Partner with the Global HRBP for GNICS to deliver a high impact Human Capital Plan for the Bank Partnerships business
• Proven HR leadership at a senior level, with strong track record in developing/implementing leading-edge and transformational HR initiatives
• Inspirational people leader, with the ability to engage and create followership from others
• Ability to think conceptually and strategically, while maintaining a results-driven approach to deliver win-win solutions for the business
• Solid change management experience, able to drive and manage complex/large scale change initiatives sensitively and thoughtfully
• In-depth business knowledge and financial acumen
• Strong relationship competencies, able to collaborate, influence and manage through conflict to achieve successful outcomes
• Able to operate successfully across the matrix, and at all band levels
• High drive for results, with a focus on delivering measurable outcomes
• Global mindset, with the ability to challenge the status quo (Think Global, Act Local)
• Excellent communication skills, able to cascade complex messages in simple form and ensure employees can see how what they do day to day supports the company’s strategic priorities and direction
• Promote a clear HR vision and ensure HR programs are managed and delivered equitably globally
• Provide day-to-day business partner support, tactical advice and consulting to Group Leaders to deliver on all significant people and talent programs: Officer Promotions, Talent Review, Year End Comp Planning, Talent Discussions, ER Issues, Hiring, Retention, etc
• Lead the operational components of HR for the Groups among the US based employee population. Build regional HR line partnerships that cover tactical HR needs within each region
• Strong managerial skills with proven ability to coach/mentor/performance manage
• Be a credible, impactful, proactive communicator that can operate with an action-oriented approach, knowing how to measure the results of various HR activities and how to respond to the dynamic needs of our stakeholders and clients
• Be a politically-savvy and tenacious agent of process improvement
• Proactively anticipate opportunities or issues of the various regions and develop innovative solutions to address the opportunities
• Coach and/or advise the Leadership Team on programs unique to the business (e.g. talent strategy, organizational design) while understanding the benefits of the broader platform
• Utilize all available data sources to make fact-based decisions to solve complex problems
• Actively leverage the central HR platform in order to drive value and results for the local region
• Identify talent for the business / firm, including early identification of potential future leaders and critical roles
• Experience in at least one Specialist/Center of Excellence capacity preferred
• 7+ years’ experience managing HR talent
• Integrate into the business units providing business partner consultation to the leadership and management teams in the area of operational people management, compensation, benefits, employee relations, team development, building and sustaining a culture to inspire, motivate employees and achieves business results
• Act as a single point of the contact for the employees and managers in these organizations
• Successfully operate as an HR consultant to the business groups becoming part of their teams, while having the ability to develop, manage and implement HR programs and day to day work
• Partner, support and lead in developing and delivering HR strategies and programs to client group(s), including employee engagement, onboarding, staffing, compensation, performance management and training. Actively identify gaps, propose and implement changes necessary to cover risks
• Provide strategic business partnership and coaching to senior leaders, both in-country and in close partnership with US based leadership: , focus on performance excellent, leadership development, change management and agility
• Challenge the organizational structure of the internal client and propose changes
• You will work alongside BPS Head of HR to develop a commercially driven HR Strategy in line with the Group People Strategy, and oversee day to day HR activities and processes such as recruitment, learning, succession planning, performance- management and reward policies within the SME business
• You will drive the Employee Value Proposition (EVP) for SME in order to enhance employer branding to attract and retain talent
• Monitor and improve Career Development, Diversity & Inclusion, and Employee Engagement in SME by embedding these priorities in leadership behaviour and HR and Business processes, to establish an engaging organisational culture amid changes and ambiguities
• Accountable for SME key TLR metrics as per Group TLR dashboard including but not limited to: TLR/C, attrition, sick absence, talent & diversity, performance…
• You will lead, develop, coach and motivate SME leadership team to attract, retain and develop the capacity, capability and talent to provide for succession and ensure delivery of business objectives
• You will lead the continuing development, implementation and improvement of the processes, structures, capabilities, capacity and infrastructure needed to deliver agreed business plans and targets, collaborating with colleagues to maximise end to end integration, effectiveness and efficiency
• You will coach, support and develop a team of c4-5 HR professionals
• Typically graduate level or corresponding experience, MCIPD or relevant business/professional qualification
• Substantial knowledge and experience in HR covering a breadth of activities and best in class HR practices and policies
• Requires theoretical and conceptual skills
• Demonstrable change management, coaching and consulting skills
• Demonstrable maturity and professionalism with a proven ability to navigate across functional disciplines and operate in a matrix business environment
• Can quickly establish credibility and respect and build strong working relationships
• Whilst deep functional experience in any specific areas of HR is not a prerequisite, the incumbent should have a strong background in either a generalist role or consulting or implementing
• An experienced people manager, able to lead and motivate teams
• Demonstrated experience managing a major change improvement program or able to lead a change-oriented effort
• Demonstrable leadership success in a dynamic environment
• Demonstrated commitment to learning through continuous educational development
• Assist with the development, implementation, and alignment of Human Resources strategy and initiatives to achieve business goals, foster a high performance culture, and attract and retain top talent
• Contribute to the development of the HR function by enhancing skillsets of teams and creating efficient operating models
• Develop and maintain strong collaborative working relationships with employee and management population through demonstrated understanding of business needs ---departments, jobs, structure, processes, and talent management
• Serve as project lead in areas related to performance management, talent development, organization effectiveness or compensation planning by identifying and clarifying priorities, communicating KPIs and requirements, and evaluating milestone accomplishments
• Ensure alignment between individual, business and agency practices and serve as a trusted advisor, operational executor and business partner
• Assist business leads in designing and implementing career development and performance management plans that provide growth opportunities, build experience and acquisition of new skills
• Work in partnership with business leads to develop operation strategies that align priorities by anticipating requirements, trends, and variances, aligning resources, developing action plans, and measuring and analyzing results
• Guide management and employee actions by researching, developing, writing, and updating policies and procedures to enforce organization values
• Comply with federal, state, and local legal requirements by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements and advising management on needed actions
• Work in partnership with business leads and executive team to develop reward practices and compensation plans in line with market standards to recognize, retain, and engage employees
• Promote positive employee relations and communication by counseling employees and proactively mitigating risk
• Collaborate with recruiting and learning and development functions to ensure we attract retain and develop top talent
• Oversee immigration processes for respective client groups through demonstrated understanding of U.S. immigration laws
• BA/BS in Human Resources, Psychology, Communications or related field with 8-10 years of progressive Human Resources Generalist and/or Organizational Development experience
• 5 yrs. minimum experience leading and managing people effectively
• Proven ability to influence decision-making, operate strategically and translate concepts into actionable items through demonstrated ability to anticipate and proactively address business needs
• Strong analytics, reporting, compensation and project management background
• Experience with strategic staffing, organization design, and personal development planning
• Self-motivated, dedicated and loyal with strong sense of urgency and desire to take initiative to look for ways to improve processes and create efficiencies
• Consultative style and approach with proven ability to develop credible relationships
• Strong experience and demonstrated skills in handling a range of employee relations matters, multi-state experience preferred
• Excellent communication (written and verbal) and interpersonal skills
• Team-oriented attitude balanced with ability to work independently with minimal supervision
• MS Word, Excel, and PowerPoint, and ability to operate HRIS/ADP and ATS/Icims systems
• SPHR/PHR or SHRM-CP/SHRM-SCP certification is desirable
• We like to have fun so adaptability and sense of humor required!

HR Director, S&P Global Platts Resume Examples & Samples

• Define, develop and operationalize human capital plan to achieve business goals: define needs, identify solutions, prioritise and contract with the business and mobilize resources needed for execution. Calibrate business level HR plans with corporate HR strategic objectives. Adjust HR plans in response to changing internal and external business environment
• Partner with Total Rewards COE to establish a total rewards compensation strategy that is aligned with business objectives, consistent throughout the business and facilitates strong performance
• Influence business decisions regarding expansion to new locations and take the lead HR role in the set up of any new people related activity, including organisation design, talent acquisition (internal/external) strategies, reward strategies and global mobility
• Provide guidance and counsel to global and regional leaders with regard to all aspects of Employee Relations, including performance management, disciplinaries, grievances, redundancies and restructures. Secure additional HR resources to provide coaching and support as required
• Lead on ER activity and environment to ensure business risk is mitigated and employee issues are dealt with in a timely manger
• Provide solid HR metrics and value-added analysis of these to client group management, to enable effective HR related decisions. Use metrics to understand trends and make recommendations to business leaders
• Partner with Talent Development COE on talent assessment, review and succession planning processes. Identification and development of high potentials, emerging leaders and critical positions to support changing organization needs
• Play a lead communications role for the employment brand, talent strategy and change management. Play a leadership role in all human capital initiatives within business
• Provide HR business partnership to the leaders around the world, with Platts and coordinate activity where necessary, either regionally or globally to meet the requirements of the business in order that business goals will be achieved
• Working across multiple geographies, languages, currencies, legal and regulatory environments
• Support international mobility and provide knowledge and experience in relation to immigration requirements
• Must be a relationship builder and business ally with a strong ability to influence senior management on Human Resources and business issues and decisions and transfer it to HR strategy and results
• Proven experience in operational knowledge in the areas of staffing, rewards, talent development, organization development. Strong business and financial acumen
• Exceptional communication, influencing, facilitation and presentation skills are necessary to actively communicate with all levels of management, staff, outside agencies and customers to drive business results
• Strategic planning, creative and innovative thinking skills, along with high intellect and sound judgment with a track record of getting results
• Have a global mindset and an understanding of culture and change management and how to integrate talent management into an organization’s strategic objectives
• Strong business English and preferably additional language capabilities
• Build the credibility of the human resources’ function by providing valued input on business issues facing the organization particularly those that impact the corporate culture, employee engagement, incentives and rewards. Strengthen the human resources function’s focus on building integrity, reliability and the highest quality of service to “internal clients. Maintain a high level of communication with all levels of the organization and contribute to the decision-making process of structuring and developing the organization for success. Actively support business initiatives and business needs with effective HR measures and promote positive employee relations in the work environment
• Contribute to & Execute HR Strategy: Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees. Support the organizational short and long term business needs to drive competitive advantage and address opportunities and threats. Drive flawless execution of Global, NiM and local HR Initiatives. Co-ordinate and execute workforce planning for the specific customer unit
• Organizational Design & Development (OD&D): Pro-actively challenge the established organizational structure of your business to drive superior performance (taking account of Nestlé principles, policies & local business context). Ensure people issues are a key consideration when discussing and planning business activities. Manage effective organizational transformation and change projects using best practice methodologies. Shape the culture to align with Nestlé goals & initiatives through supporting & coaching Line managers in their implementation of core people processes. Work with leaders to enhance current and future functional and leadership capability needs. Focuses on increased organization capacity, stream line operations, linking individuals and activities to organizational objectives
• Performance & Talent Management: Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development. Lead talent review/calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. Continue to drive robust succession planning for key roles and talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels. Coaches others to interpret, apply and communicate “Total Rewards” principles/policies/strategies
• Employee Engagement: Establish and maintain effective win-win working relationships with managers, employees and their representatives through a positive employee relations environment that fosters communication and co-operation. Promote and foster a culture and environment that is productive, open, empowering, safe and equitable and coach others to behave and make decisions in line with Nestlé Management and Leadership Principles and Nestlé Corporate Business Principles. Responsible for compliance in HR (policies and practices). Drive and support initiatives around Nestlé and I
• HR organizational alignment: Be the gateway for the business into the HR function to ensure Line Managers and Employees understand the HR model and can quickly and efficiently access solutions. Collaborate and provide business insight to CoE and CoS to ensure initiatives and projects are designed and implemented that support business people plans. Provide objective and timely feedback to CoE and CoS on the quality of service to ensure the overall HR service to the business unit meets or exceeded agreed standards. Envisions the future of work, the effect on employees and the Organization and the expanded knowledge and skill set needed to be successful. Suggests strategies to meet the changing demands on the Organization
• Functional Development: Work as part of cross functional / NiM CoE HR teams to develop HR practice and process developments that enhance the HR contribution to the business. Utilize continuous improvement in HR to develop functional efficiencies and ways or working
• Talent Acquisition/Staffing: Champions strategies that align the proper leadership talent pool to meet the needs across the business. Designs and develops strategies and programs to support successful integration of talent into the organization. Champions the full utilization of people across the organization, fostering developmental experiences and leadership development
• Total Rewards Administration & Design: Manage all competitive market benchmarking data to ensure competitiveness. This includes driving local salary survey’s / job matching on both salary and total rewards. Utilization of other market level surveys to reviewing current rates to the market and making recommendations on direction and pay scales
• Define and establish benefit design and administration changes to address the changing needs in the market place. Support and drive benefit and RRSP communications and administration. This includes working with external third party vendors on administration of employee information (pay changes / name changes and files to these vendors) to ensure appropriate payroll deductions are taking place and billing from the vendors are appropriate. Drive Employee well-being through health fairs, EAP coaching and implementation of programs to support the businesses overall initiative. This includes arranging and managing all 3rd party sessions related to employee health and wellness, this could include 3rd party contract negotiation. Manage and drive the bonus and merit process - reviews / communications, processing and systems (SAP/TPMS) / payroll administration that aligns within a matrix organization
• University degree with a business discipline, preference for those with a CHRL or CHRE designation
• 10+ years of HR Generalist experience in a manufacturing setting with 3 plus years at a leadership level
• Comprehensive understanding of all legislature and regulations related to Human Resources Canada wide
• Proven employee relations strength with a track record of leading change
• Strong conflict resolution skills and an ability to be on the floor and recognized as no nonsense individual
• Ability to improve an organizations talent pool, culture and overall performance through progressive HR practice
• Must be able to demonstrate quantifiable results across multiple sites and locations
• Manage and administer compensation and benefits programs
• Knowledge and understanding of payroll processes and time recording (Kronos administration)
• Proven ability to deliver results with minimal supervision (identifies a gap or opportunity, trouble shoot challenge, builds a corrective action plan, communicate plan and execute to deliver results)
• Provide HR support to multi sites in multiple provinces across the country
• High energy individual with positive attitude that thrives in a fast paced manufacturing environment
• Change management skills – motivates change by creating an environment of mutual respect that shares ideas and communicates
• Ability to work with and through the people to deliver results in an effective manner (strong influencing skills)
• Strong organizational skills and interpersonal skills with all levels of the organization
• Strong communication, facilitation and leadership skills
• Analytical thinker, problem solver and decision-making skills
• Exposure to CoE/CoS processes, e.g. Talent Management, Learning & Development, Employee Relations, Compensation & Benefits, Recruitment/Resourcing
• Leading and managing change through the effective use of organization design, development and business transformation techniques
• Experience of working in Industrial and employee/labour relations
• Success leading, coaching and developing people in a high performing team environment e.g. performance management etc
• Effective influencing and coaching of leaders
• Leading people and projects experience
• Successful experience in contributing to the creation, implementation & execution of people strategies for a business, function or unit
• Range of experiences supporting different parts of the business in order to develop broad business acumen
• Demonstrated experience working with Executive Level team members
• Demonstrated experience in leading of team of HR professionals remotely
• Must possess a strong sense of urgency and attention to detail
• Demonstrated ability to prioritize multiple tasks to meet deadlines, per to be determined schedule
• Strong capabilities with gathering and analyzing information skillfully while exhibiting sound and accurate judgment
• 20% - 30% travel domestically

Onboard HR Director Resume Examples & Samples

• Assist with vessel audits in relation to HR matters. (Port State Control, HESS, trade unions, etc.)
• Oversee crew training and development (excluding HESS training)
• Performance management training, tracking and administration
• Crew retention champion
• Facilitate crew relations and conflict resolution
• Oversee the compliance of crew disciplinary policy
• Support the Master during crew member disciplinary dismissal. Access, advise and agree on the proper course of action
• Crew grievance investigation and reporting
• Crew promotions and change department oversight
• Crew survey administration
• Support the Master in working and resting hour compliance
• Corporate communication liaison
• 30% - Staffing - Manage and administer the full process for recruiting, hiring, and selection of station employees. Adhere to FCC EEO guidelines and record-keeping. Administer the new hire orientation process and follow-up
• 20% - Development – Promote and deliver full participation in performance management process, including goal setting, appraisals, coaching and development plans, 360’s, and retention plans. Partner with sales management to optimize results of sales training programs
• 20% - HR Solutions - Identify and develop solutions to address specific needs; e.g.: compensation/job re-evaluation, organizational function design, training/OD interventions to increase team effectiveness, and improved communication within and across the location. Participate on project teams with business unit wide impact on HR related systems, tools, and policies. Provide in the field view of how the systems will be utilized by key business partners
• 10% - Programs and Initiatives - Drive multiple station and Corporate programs and initiatives, such as Health & Financial Wellness and Healthy Lifestyle programs to meet participation goals
• At least 15 years of HR Management experience in a multi-national and metrics organization within the IT industry
• Outstanding interpersonal and leadership skills with the ability to develop and maintain strong stakeholder relationships at all levels
• Combining an inspirational and visionary leadership style with a down-to-earth mentality
• Comprehensive experience in developing and executing strategic HR plans and in developing organizational culture improvement strategies
• Strong big picture vision as well as the ability to get to the detail; being able to implement this into various levels within the organisation
• In-depth knowledge of HR operations, remuneration governance and processes
• Knowledge of recruitment practices and processes
• Strong understanding of business talent requirements and solid talent planning knowledge
• Ability to challenge the status quo and proactively drive change
• Results-oriented and strong business acumen
• Excellent communication skills (verbal and written) with the ability to present information clearly and succinctly
• Strong negotiation skills with a capacity to influence outcome
• Fluent German and English language skills are mandatory

HR Director, Emeap Resume Examples & Samples

• Drive and support the business in implementing strategic HR initiatives and projects in EMEAP. This is done with dotted line support to the local HR teams in the countries
• Act as a partner to the EVP of EMEAP in all HR related topics, e.g. workforce planning, succession, filling of key positions, employee matters, performance management and driving global HR processes and projects in EMEAP
• Build a strong community with the local HRBPs in EMEAP, in order to support them drive the local HR agenda in an optimal way
• Act as the voice of EMEAP in the HR Leadership team, when it comes to input on projects/processes and overall priority of HR activities
• Coach and support managers in EMEAP, in close collaboration with local HR
• Support and help drive local employer branding activities in EMEAP aligned to the global processes and tools. Advice the EVP of EMEAP on Employee Relations (Employment contracts, compensation, benefits, law, working conditions, international assignments) in close relations with local HR
• Support change management efforts in EMEAP
• Facilitate processes, workshops and team development in EMEAP
• Leveraging a strong performance culture in EMEAP by supporting SimCorps performance management processes etc. in close collaboration with HR
• Drive and support the yearly employee satisfaction survey and advice line managers on action plans and follow-up in EMEAP in close collaboration with local HR
• Support in training and retaining great leaders to ensure leadership effectiveness in EMEAP
• Master Degree (MSc) e.g. in HR, IT, economics or business administration
• Min 7 years’ experience in working as HR Business partner, preferably in a knowledge company/Software company
• Preferably experience with MBTI and Master Management’s MPA tools
• Experience in working in a matrix organization across countries and cultures
• Strong facilitator skills
• Solid business acumen from international organization
• Structured approach, with the ability to work with and prioritize between several topics at the same time
• Fluent verbal and written communication skills in English
• Outgoing personality
• Creative and out-of-the-box thinking
• Analytical and logical mindset
• Cost-conscious mindset
• Great at networking and stakeholder management
• Energetic attitude
• International mindset and used to work in different cultures

HR Director, Exploration Resume Examples & Samples

• Responsible for all aspects of Business Facing HR and functional plan in support of cited client group, e.g. org design, talent (D&I, nationalization, succession planning), reward, resourcing and performance management
• Work with Client Leadership Team to frame and implement the people strategy for the client function
• Support the client group in all ER/IR issues and integrate the regional agenda with the client function’s ER/IR Plan
• Integrate development programs and processes with Upstream Learning in to the functional capability agenda
• Ensure compliance; in Regions, Regional HR Vice President is accountable for compliance
• Own and execute Capability Forums as the vehicle for capability related decisions
• Lead, coach and develop HR team; take a federal approach to staffing and development
• Coach and develop functional leaders on performance and V&B
• Lead and support change to increase safe, compliant and competitive operations/organisation
• Work effectively with Region and Specialist colleagues to integrate as needed effectively and efficiently
• Experience in leading a global team/ project
• Highly numerate with strong analytical ability
• Skilled communicator with strong relationship skills able to establish credibility as a trusted advisor to the business
• Comfortable managing in an ambiguous environment and having the courage of your own convictions
• Proven experience of delivering high quality HR support to a business, preferably in a complex and demanding environment
• Evidence of being able to make proactive HR interventions in response to business need
• Emotional resilience, determination and high tolerance for ambiguity
• A clear sense of how to do business and manage a large group of demanding clients whilst not compromising on the quality of delivery
• Operational expert with a good working knowledge of HR practice and policy across the specialist areas (Reward, Resourcing, IM, ER, D&I, Talent management)
• Can quickly build relationships with clients and colleagues and engage them to deliver the HR Agenda in partnership
• Strong influencing and stakeholder management skills including collaborative personal style, strong listening abilities coupled with resilience
• A track record of delivery
• Collaborating and Influencing
• A level-headedness that keeps things in perspective and does not respond reactively to challenges or problems
• An action-oriented approach that makes clear assessments, develops plans, and follows through on them
• An engaging, collaborative, professional style that builds relationships and engenders trust; often serves as a confidant among key stakeholders
• A keen sense of humor and quick wit that are effective in dealing with others; doesn’t take oneself too seriously
• Keep one’s ego in check and the need to be in charge through the authority of one’s position; practice consensus-building skills
• Excellent communication skills, both written and orally; an effective spokesperson for the human resources function
• Hard-working and willing to work beyond a 9 to 5 workday
• The ability to be patient and comfortable in the midst of a highly complex, matrixed work environment; not easily frustrated by ambiguity and the time it takes to accomplish goals
• A creative and strategic thinker who possesses the confidence to think outside the box
• An open and accessible management style that encourages the exchange of ideas and perspectives among peers and staff
• An innovative leader who possesses a customer service orientation and finds new ways to advance diversity and improve the quality and responsiveness of the human resources function
• Someone who can “speak truth to power,” raise probing questions, and outline implications of an action in non-threatening and productive ways
• Flexible in the interpretation of rules; has knowledge of legal implications, and applies logic to each situation; understands that decisions are often not black and white, but rather operate in the “gray” area
• Politically astute and discerning; knows when and how to advance an idea and gain support for one’s agenda; strong influencing skills
• Ability to juggle multiple tasks and set priorities; experience managing across sites and expanded geographic areas
• Understands the importance of achieving small “wins” and celebrating successes along the way
• Be a “working manager” who is willing to be hands-on, when necessary
• An ability to listen to concerns and ensure they are heard and valued
• Sensitive to the needs of the organization and a desire to address client concerns; yet able to make the hard decisions and not take issues personally
• A quick study who will work well with the Chief Financial Officer and grasp the Medical School’s various sources of funding, and the need to manage successfully in a financially-constrained environment
• An appreciation of the unique, traditional academic qualities of the School, yet willing to adopt new business practices that will help the School succeed

HR Director, Physician Enterprise Resume Examples & Samples

• Employee Relations - Champion positive employee relations and foster a culture of engagement. Provide coaching and counseling to practice managers and directors resolve employee relations issues and proactively manage employee performance
• Talent Management - Develop strategies to attract and retain a high performance workforce and oversee recruitment efforts. Monitor key HR metrics and identify strategic initiatives to drive engagement and overall business success
• Total Rewards - Collaborate with corporate Total Rewards COE to develop compensation strategy that will ensure market competiveness and internal equity
• Compliance - Work with CHS Shared Service to ensure compliance with HR policies and procedures
• Bachelors degree in Human Resources or related field. Masters degree preferred
• 5 + years of HR experience in healthcare setting
• Working knowledge of multiple human resource disciplines including employee and labor relations, talent acquisition, diversity, performance management, benefits and compensation practices, federal and state respective employment laws
• Leading change management cross-functional projects for internal clients and Human Resources
• Excellent coaching, consulting, and client service skills
• Approachable; able to quickly develop trusting relationships with a variety of clients
• Demonstrates flexibility and balance in managing multiple conflicting priorities
• Advise business on all HR matters; Oversee the direction of the HR strategy, processes and practices for all PDT team members
• Bachelors Degree Required; Advanced Degree Strongly Preferred
• 14+ years of relevant work experience in HR and business management and/or 10+ years of consulting firm experience within operations, HR, Learning and recruiting operations ideally within analytics practice
• Excellent verbal and written communications skills in English
• International work experience strongly preferred
• Ability to quickly learn to understand the consulting business and Analytics/Product environment
• Deep HR expertise
• Creative problem-solving skills and willingness to offer suggestions for improvement
• Tenacity to drive problems to resolution
• Forward-looking, pioneering, and entrepreneurial thinking
• Strong interpersonal and communication skills; clarity, tact, professionalism and consensus building skills, ideally experience in working in a virtual organization
• Experience in managing senior key stakeholder relationships
• Proven leadership and change management skills
• Self-motivated, works independently, takes initiative, possesses

Business HR Director Resume Examples & Samples

• 8 years business experience in progressively challenging responsibilities in the following areas: leadership development of senior business team, organizational development/effectiveness, consulting, change management and talent management
• The successful candidate will be an experienced business and human resources professional who has had experience within a heavily matrixed organization. This candidate will have related industry experience in the life science/biotech and or Pharma industry with an emphasis in strategic planning, the ability to facilitate and relate to people across cultures and levels, and proven leadership skills
• Prior experience in sales, marketing or operational role also a plus
• Department Development: Leads the development of department goals, objectives, and systems. Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies. Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. Develops and monitors an annual budget that includes Human Resources systems and services, corporate and department training initiatives, compensation, corporate benefit plans, and administration. Responsible for planning, development, and implementation of effective human resource strategies and policies. Promotes all aspects of department projects and allocates financial and talent resources appropriately
• Employee Relations: Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations. Partners with management to communicate Human Resources policies, procedures, programs and laws. Monitors the implementation of a performance improvement process for non-performing employees. Monitors and advises managers and supervisors in the progressive discipline system of the company. Reviews, guides, and approves management recommendations for employment terminations. Reviews employee appeals through the company complaint procedure
• Training and Development: Supports Corporate Training Facilitator and Company Human Resource Representatives to define Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Ensures necessary education and materials are available for managers and employees including workshops, manuals, and standardized reports. Establishes an in-house employee training system that addresses company training needs including onboarding, management development, cross-training, the measurement of training impact, and assists managers with the selection and contracting of external training programs and consultants. Assists with the development of and monitors the spending of the corporate training budget
• Organizational Development: Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company. Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Participates in executive, management, and company staff meetings and attends other meetings and seminars
• Staffing and Recruiting: Supports the Corporate Recruiter in establishing and leading the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Supports Management in recruiting and selection activities of the company to ensure adequate staffing levels. Interviews management- and executive-level candidates; may serve as interviewer for position finalists. Chairs any employee selection committees or meetings
• Must comply with all company policies and procedures and all applicable laws and regulations, including but not limited to, the Bank Secrecy Act, the Patriot Act, and the Office of Foreign Assets Control. Must complete the assigned online training courses and achieve a passing score by due date
• Minimum of 10 years Human Resources experience is required, to include a minimum of 5 years’ experience in a HR Manager or HR Director Position
• Minimum of 5 years experience directly supervising staff
• Experience or specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, and training is required
• Experience developing and providing support for HR programs within a large complex organization with multiple locations is highly preferred
• Banking experience and knowledge of the banking industry is highly preferred
• Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, Organization Development or combination of education and experience is required
• Excellent communication and interpersonal skills; comfortable working across organizational levels
• Strong understanding of compensation and benefits administration, employee relations and other HR functions
• Demonstrated success in building teams, developing and attracting talent, and implementing succession planning

HR Director, SVP Resume Examples & Samples

• Compensation and Benefits: Establishes the corporate holding company’s wage and salary structure, pay philosophies, and oversees the incentive pay programs within the company. Works closely with the Board appointed Compensation Committee Chair to ensure overall compliance and oversight of company compensation and benefit programs. Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Leads participation in at least one salary survey per year. Monitors all pay practices and systems for effectiveness and cost containment. Oversees the Health and Wellness Plans to include wrap documents, Trust Account management and federal and regulatory compliance. Supports the Benefits Supervisor in obtaining cost effective, employee serving benefits and monitors national benefits environment for options and cost savings. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
• Vendor Management: Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, retirement administrators, and other outside sources. Assures compliance with all legal and reporting requirements of Human Resources. Compares vendors to identify cost savings
• Legal & Compliance: Leads company human resources related compliance with all existing governmental and labor reporting requirements including any related to the Equal Employment Opportunity (EEO), Employee Retirement Income Security Act (ERISA), the Family and Medical Leave Act (FMLA), the Affordable Care Act (ACA), Fair Labor Standards Act (FLSA), Affirmative Action Program (AAP), Americans with Disabilities Act (ADA), worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits. Protects the interests of employees and the company in accordance with company Human Resources policies, employee manual and governmental laws and regulations
• Mergers and acquisitions experience is preferred
• Must have or be able to obtain a certification of: Senior Professional in Human Resources (SPHR), Professional in Human Resources (PHR), SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential within 12 months of hire
• Must be capable of exercising highest level of discretion on both internal and external confidential matters
• High level of professionalism and integrity with the ability to maintain confidentiality
• Strong problem-solving skills and the ability to exercise mature and prudent judgment
• Broad HR Leadership with strength in leadership development programs, workforce planning and driving cultural change
• A keen business and financial acumen to make decisions based on an accurate and timely analysis
• Proven ability to influence internal business partners, lead change and accomplish goals through a collaborative effort, excellent team communication, and negotiation
• Ability to effectively write business correspondence and effectively present information to executive management, public groups and/or boards of directors
• Ability to foresee, prepare and respond with swiftness to changing business, external environmental factors and other areas that influence the business
• Thorough knowledge of various office software with proficiency in Word, Excel, PowerPoint, Internet Explorer, Email and Calendaring

HR Director, Corporate Functions Resume Examples & Samples

• Work and lead in alignment with company’s values
• Implement strategies to attract, engage and retain talent required to support the Corporate Functions’ strategies
• Lead, develop and manage a small high performing HR Team
• Make great talent decisions
• Manage performance and develop team
• Boundaryless collaboration
• Be a Leadership role model
• Provide strong, business-focused HR strategic leadership and operational management in alignment with global Human Resources
• Ensure talent is available and skilled to meet business needs
• Support acquisitions and seamless integration
• Lead inclusion efforts
• Ensure excellent employee relations and mitigate labor relations risks
• Provide strong leadership and support to Functional leaders on talent management, talent acquisition, leadership succession planning, leading creative and innovative reward and benefits solutions
• Ensure compliance with employment laws and regulations
• Seasoned (15+ years) HR professional with significant global HR experience in generalist and business focused roles
• People leadership experience
• Used to operating in transformation environments. Experience in leading change
• Strong Microsoft product skills, including Excel, Word and PowerPoint
• Results oriented, services focused human resource professional with a verifiable track record for adding value, organization and superior performance and results too overall operations
• Experience in a professional services environment
• Must be authorized to work in the United States for any employer

Director of Human Resources, HR Director Resume Examples & Samples

• Responsible for labor relations which may include union negotiations; local liaison, Employee & Labor Relations
• Has input to and manages the operating and capital budgets for Entity HR
• Directs and manages performance and development of assigned personnel
• Adherence to the mission and philosophy of the Steward Health Care in decision making and daily activities
• Bachelor’s degree in Business or Human Resources required; MBA or Masters in Human Resources or related field preferred
• Minimum 10 years’ experience working in compensation and benefits
• Well versed in all areas of compensation and benefits strategy, design, and delivery
• Significant experience in establishing personal credibility with senior HR and Business leaders
• Excellent relationship building skills with the ability to collaborate with multiple functions and function heads
• Highly skilled in verbal and written communication including facilitation, delivering presentations, and providing targeted training
• Strong customer focus and employee experience mind-set
• High level of compensation and benefits experience, with a track record of implementing annual compensation and benefit plans and programs. Highly numerate - comfortable with financial reports, financial data
• Strategic thinking – experience of defining new policies or practices in line with business strategy
• In depth knowledge of all aspects of compensation including short and long term incentives, cash and share based benefits
• Strong understanding of job evaluation and grading methodologies
• Ability to adapt style to different audiences and cultural differences and influence where appropriate
• Experience with M&A, IPO and/or other significant change management/ organizational restructuring initiatives strongly preferred
• CCP designation preferred

Interim HR Director, Uphe Resume Examples & Samples

• Be a business partner to the UK Managing Director, EVP UPHE Content Group, EVP Global Partnership & Sales, and Nordics Managing Director and become an active member of these senior leadership teams, keeping them focused on key people priorities
• Ensure growth plans are executed successfully by leveraging relationships with the Global UPHE HR team, corporate functions and regional HR roles, ensuring all concerned have clear oversight of business plans and objectives
• Manage annual organisational and talent review process for client groups and subsequent strategy planning for the HR agenda, building bench strength across the UPHE teams
• Responsible for recruitment oversight, headcount and budget management across client groups
• Act as liaison between clients and core functions by communicating information relating to career development, recognition programmes, benefits, training and staffing
• Provide HR counsel to leaders and their teams on employee relations issues, ensuring fair and consistent application of policies and practices
• Support VP HR with Global UPHE HR agenda, driving consistent initiatives
• Provide guidance and support to HR Generalist and Coordinator, as well as establish a close relationship with HRMs in other countries to support their development and ensure the people agenda is prioritised
• Partner/collaborate with HR colleagues across NBCUniversal to drive projects and bring initiatives to fruition
• Develop and drive a proactive, business human resource strategy
• Coach leaders in developing organisational and leadership capabilities – and diagnose (and overcome) issues
• Lead the development and ongoing management of a culture that supports high performance in order to position the business appropriately to deliver on long-term goals
• Challenge and coach leaders to understand and address difficult people issues
• Drive and sustain culture changes
• Take the lead on resolving complex employee relations issues that create significant risk to the organisation
• Lead talent review and succession planning initiatives, taking a wide look at both internal and external talent
• Manages a team of HR Business Partners, Generalists, Consultants and Coordinators; hiring, coaching, and developing top talent that delivers outstanding results
• Oversees large-scale, domestic HR and client projects; coaching HR project leaders, guiding clients, assessing scope and resources, and embedding a structured, strategic approach to guide initiatives from inception to outcome
• Closely collaborates with Global HR, Total Rewards, Recruiting, Talent Management, HR Ops, Internal Communications, etc., to provide integrated organizational design, employee development and compliance solutions to the people and management of ProQuest
• Embeds and drives solid organizational design, change management, project management, and consulting practices across the organization
• Leads planning for merger/acquisition integrations, partnering with internal and target company leaders to drive an outcome that minimizes business disruption and leverages the best resources from each entity
• Provides direct HR support for senior leaders of major business unit(s) as well as subject-matter expertise for organizational and people-related strategy and execution across the organization
• Addresses and provides consultation on complex employee relations matters, balancing employee, company, and risk to reach optimal outcomes
• Bachelor’s degree or higher in related field plus a minimum of 10 years’ human resources leadership experience, or equivalent combination of education and human resources leadership experience in a high-growth, complex business
• Excellent coaching, management and leadership skills, with demonstrated ability to influence, operate across the matrix, form and drive strategy, and sustain followership
• Advanced project management, change management, organizational design, and consulting skills, with current knowledge of models, tools, resources, and practices that support impactful outcomes
• Strong business acumen, with deep understanding of business strategy, drivers and trends
• Client-centric, consultative approach the supports credibility, professionalism and a positive HR brand; ability to effectively collaborate and interact with a diverse blend of personalities across a matrixed organization
• Experience handling HR aspects of mergers/acquisitions
• Experience supporting technology and software engineering organizations
• Experience in the publishing and/or education industries
• SPHR, SHRM-SCP, or equivalent professional certifications
• Serve as a strategic partner to multiple business and functional heads, establishing HR business objectives that align with the overall company plans and objectives
• Collaborate with teams and other HR leaders/business partners to drive a coherent global culture based on a shared set of values and company mission
• Serve as the initial point of contact for human resources matters and liaise with employees at all levels
• Coach managers on performance management discussions, employee relations issues, discipline matters, and promotion/transfer/termination discussions
• Effectively drive employee vehicles that reinforce our NASCAR culture

HR Director, Americas Resume Examples & Samples

• Lead the HR Americas HR team-- setting clear goals, inspiring great work and developing the team
• Create and deliver on a high-impact HR/People plan for the Americas that directly results in the business (the people) succeeding. The HR plan will be based on a thorough assessment of the organizational strengths and improvement areas, deep insights and analytics, solving for root cause and sustainable solutions
• Play a leadership role in creating and maintaining strategic direction for the people side of the business for Unity Americas
• Provide expertise, guidance and coaching to leaders managing highly sensitive and complex employee relations matters, including performance management, terminations, compensation and other HR related matters
• Minimum of 7-10+ years of experience in a strategic Human Resources role, working directly with senior level management, preferably in a technology based company
• Strong analytics. Yes I mean pivot tables
• Experience working with a diverse staff of non-exempt & exempt employees
• Strong knowledge of US employment law
• Ability to make fast decisions
• Strong coaching, conflict resolution, relationship and team building skills, and demonstrated ability to influence
• Excellent verbal and written communication skills in a variety of communication settings and styles
• Hungry to try new and creative approaches. We don’t want traditional solutions unless they happen to be the best ones. You know all the latest solutions and have a point of view on their value
• Passionate about the employee and manager experience—it’s always top of mind for you. We solve for their experience not ours
• Sense of humor (even if you’re not actually that funny) a big plus

HR Director, Belgium Resume Examples & Samples

• Bachelors Degree; MBA preferred
• Expertise in managing manufacturing and commercial businesses with a focus on associated labour law
• Strong people leadership experience with proven experience in team development
• Experience in working across borders or in a regional role is a strong asset
• Language: Fluent English required. Fluency in either French or Dutch (or both) is required
• Compile a human resources strategy aligned to strategic objectives as outlined in the global, regional or local organisational strategy
• Ensure legal compliance by implementing and introducing policies and ensuring that employment contracts remain relevant
• Ensure that pipeline management, people forecasting and resourcing are aligned to the strategic workforce planning model and processes
• Drive, evaluate, review and implement various remuneration related processes, including Total Reward, and drive the implementation of the Excellence Program
• Ensure that training and development strategies are aligned with business objectives and drive the Dimension Data Leadership Brand concept through training and developing relevant stakeholders
• Compile and develop monthly reports and HR metrics to manage the HR calendar, identify potential trends, address concerns and to manage resources
• Market the Dimension Data employee value proposition to attract and retain talented individuals and drive the co-ordination and implementation of the employee satisfaction and best company to work for surveys
• Ensure the execution of the Performance Management process and support managers through ongoing training and education
• Effectively manage a team of Senior HR Managers, their resource allocations, assignments, capacity and overall performance
• Bachelors degree or higher in Business Administration, Human Resources Management, Organisational Psychology, or equivalent, with demonstrable relevant experience
• Experience within a HR/ Human Capital consulting practice or in an equivalent consulting/strategy focused role within a large international organisation
• Strong experience of project management, organisational management and change management
• Proven track record in successfully building, maintaining, and leveraging relationships with senior management and all levels within the organisation, including ability to counsel and influence
• Highly motivation - a self-starter with ability to juggle and multiple tasks, with excellent organisational skills and careful attention to detail
• Ability to learn quickly, work effectively with little direction, and take the lead in situations where appropriate
• Ability to prioritize and complete multiple tasks and work well under pressure
• Ability and sensitivity to work diverse cultures
• Ability to lead through persuasion and expertise with limited direct authority
• Experience managing others
• Proven ability to navigate effectively and efficiently within American Express
• Ability to adapt quickly to change and demonstrated change management capability
• Ability to analyze situations and exercise sound judgment in determining appropriate courses of action
• Strong numerical skills and astute in managing/ interpreting data for reporting and budget requirements
• High level of integrity required for handling confidential and sensitive information
• Strong PC and Microsoft office skills including but not limited to Excel, Outlook, and Power Point
• *Live interviews with our client will be the week of May 15th***
• Recruiting, onboarding, training and coaching individuals and teams
• Managing the complete HR budget
• Being heavily strategic in the future of HR for the company and its goals
• Advising on all HR related issues, such as disciplinary issues, evaluations and exit interviews
• Being a catalyst for change for the company, promoting an environment that fosters “employee empowerment”
• Ensuring both regulatory and legal compliance
• Establishing KPIs based on the goals of the company and monitoring these KPIs to establish areas that need improvement
• Bachelor’s degree in HR or business field
• At least 10 years of HR experience, with managerial experience
• PHR/SPHR desired. MBA nice plus!
• Heavy strategic experience/project management experience within the HR umbrella
• Excited, “go-getter” attitude, looking to be an instant member of the leadership team
• Collaborates with operations management on talent development initiatives to develop the leadership competencies of front-line supervisors and the site leadership team
• Responsible for all facets of the recruiting, interviewing and hiring process. Ensures compliance with company policy and procedure, EEOC, Labor Law and regulatory requirements
• Leads or facilitates conflict management process, including consulting, providing training and conducting investigations. According to circumstances, may provide guidance and recommendations, implementation and follow-up on conflict resolution strategies
• Responsible for all facets of the performance management processes, talent assessment processes, work sampling and, if necessary, discipline and termination action. Ensure all actions comply with positive leadership strategy, company policy and procedure, employment law and regulations
• Responsible for development and implementation of new/changed policies and procedures and compliance with changing employment law and regulations
• Plan, direct, supervise and coordinate work activities of subordinates and staff relating to recruiting, employment and labor law, employee relations, training, policy development and compliance, worker’s compensation, training, EEOC compliance and reporting, compensation, and performance management
• Responsible to identify and anticipate potential problems of varied complexity, assess risks, recommend effective solutions, and participate in the creation of ongoing corrective measures to assure resolution
• Responsible for investigating legal claims and coordinating charge responses
• Responsible for preparation and control of annual budgets
• Responsible for consulting with managers and supervisors on all facets of the development and implementation of cost effective and competitive benefits plans, Propose effective alternatives which support Company and HR strategy for attracting and retaining high performance work force
• Responsible for consulting with managers and supervisors on all facets of the compensation and incentive programs including development and implementation of cost effective and competitive plans. Propose effective alternatives that support Company and HR strategy for attracting and retaining high performance work force
• Directly supervises two employees in Human Resources. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems
• Bachelor’s degree (B.A.) from four-year college or university with five to seven years related experience and/or training; or equivalent combination of education and experience. MBA or Human Resources related advanced degree preferred
• Working with your business leader to drive the resourcing plan and strategy aligned with the organizational strategy
• Driving meaningful analytics to show current resource and talent levels, current and future demands, demographics, attrition, and capability by profession and location strategy
• Lead the design of resourcing and talent renewal plans to meet gaps and fulfill long term requirements
• Focus on building a team global mindset
• Lead a cohesive and influential function with a clear drive to developing HR capability and insight in advance of organizational need. Lead the performance of the HR function, addressing team and individual performance issues and ensure delivery and continuous improvement
• Continually reassess effectiveness of HR processes, services and strategies to drive simplicity, cost effectiveness and efficiency
• Owns and drives the importance of client satisfaction. Our people are at the centre of all that we do
• Significant experience in HR generalist and/or organizational development within complex environment (high Tech or Service sector)
• Global/International HR background
• Proven track record of leading a remote HR team to deliver HR services across a multi-country region
• Good knowledge of HR systems
• Strong knowledge and demonstrable experience in Legislative matters, Policy creation and maintenance and Employment Law for the region
• Fluent in English - specific regional language an advantage
• Ability to influence, coach and build strong relationships and foster effective communication with the Leadership Team
• Ability to manage complex and distributed operational environment while enforcing strong performance standards
• Successful track record in an international matrixed environment balancing corporate/regional priorities
• A collaborative mindset
• This is a 2nd rotation Director role
• Bachelors Degree in a related discipline. Master’s Degree preferred
• 10 years experience in Human Resources management, organizational development, leadership development, talent management
• Strong influencing skills, analytical problem solving, and proven leadership in influencing organizational change
• Excellent verbal and written communication skills to influence all levels of management

HR Director & Senior Business Partner Resume Examples & Samples

• Leads the execution of talent/people/HR strategy for SCCA. Includes managing and mentoring SCCA core HR team, as well as coordinating across all HR functions and services to ensure effective delivery of HR services for SCCA
• Provides strategic consultation to SCCA leaders as the Sr. HR Business Partner for non-clinical divisions. Collaborates with leadership and HR team to define priorities and solve problems
• Aligns HR approaches with organizational strategy; defines and manages HR roadmap to support organizational goals and priorities
• Builds a strong and trusted relationship with internal client(s)
• Manages and develops HR team members
• Acts as a member of both the HR Management team and SCCA Leadership team
• Guides and supports leaders and managers to bring the best experience and solutions to employees
• Acts as a primary point of contact and liaison for managers in the business group
• Proactively supports the design and delivery of HR services and processes, working side-by-side with leaders and managers
• Facilitates and collaborates with all HR functions to ensure delivery of a comprehensive set of services that meet organizational needs
• Advises management on change implications and people impacts of organizational programs and initiatives
• Actively identifies gaps; proposes and implements changes necessary to cover risks
• Defines and manages to department budget. Supports organizational planning and financial management with respect to people/talent
• Manages complex and difficult HR projects and issues cross-functionally
• Facilitates organizational design and development discussions and programs; may engage and manage additional resources for large projects
• Supports workforce and succession planning
• Minimum 10 years of progressively responsible management experience, with at least 5 to 8 years in Human Resources
• Demonstrated experience in all disciplines of Human Resources and knowledge of relevant labor and employment law
• Experience in a health care delivery environment preferred
• Masters degree in Business, Computer Science, Statistics, or related discipline Required
• Bachelors degree in Business, Computer Science, Statistics with nine or more years of experience
• Seven or more years job related experience in analysis and /or reporting with five or more years HRIS experience and general Human Resources experience including extensive Project Management
• HRIS Systems Experience with Taleo and PeopleSoft
• Microsoft Access, Powerpoint and Excel experience
• Knowledge of Core HR business processes and how those processes are executed in PeopleSoft 9.1 and 9.2
• Experience designing and implementing complex processes across multiple location preferred
• Five or more years with PeopleSoft HRMS preferred, including: progressively increasing responsibility in systems analysis, programming, and system implementation
• Must have significant experience in planning, design, implementation, and administration of new systems or changes in existing systems to support the Human Resources function
• Experience in academic and /or public healthcare systems
• Joint Commission Accreditations knowledge and experience
• Oracle Enterprise BI suite experience
• Experience in helping an organizing upgrade from PeopleSoft 9.1 to 9.2
• Must possess strong leadership skills and work effectively to build relationships across the organization and within the HR team
• Exceptional problem solving and analytical skills with proven ability to turn findings into executable plans
• Superior communication skills, both written and verbal to effectively address all level within the organization
• Requires advanced skills and demonstrated expertise in applying technology to solve business problems
• Must have a proven track record in strategy formulation and execution, planning, implementation, measurement and analytics
• Six Sigma, Black Belt or other quality certification preferred

Regional HR Director for Western Region Resume Examples & Samples

• Demonstrated leadership competence within a supervisory management context is required
• Previous experience in Retail/Retail Management an asset
• Thorough understanding of Employment Standards Act and other current employment legislation
• Microsoft Office – Word, Excel and PowerPoint
• 10 years previous progressive experience in a leadership/managerial Human Resources position. A very strong HR generalist skill set is required for success in this role, particularly in the areas of recruiting, training, employee relations and workplace investigation
• Certificate / University Degree in Business or Human Resources Management preferred

HR Director HQ Nsee Resume Examples & Samples

• Positive employee and labor relations (employee engagement, union avoidance, collective bargaining) for SEE HQ, Field based and Supply Chain employees Performance and talent management (employee development & job progression, annual review processes, termination processes, etc.) in partnership with local practices and applicable business processes
• Regional project coordination around policies, processes and change management, in partnership with legal, HR operations team members and COE’s
• Total Rewards (compensation, benefits)
• Implementing employee merit based systems as applicable
• Oversee the talent acquisition process for hourly hires (recruiting, new hire on-boarding, orientation)
• Learning & Organizational Capability (performance management, training delivery & design)
• Diversity & Inclusion programs coordination
• HRIS deployment, including management of local e-Time platform or other time management systems
• Government & legislative compliance, internal investigations, good will initiatives
• Partner and support headquarters leadership as needed
• Indirect supervision of local administrative staff
• 7 to 10 years of HR Generalist work experience in a manufacturing environment, supporting a large facility or region
• 3 to 5 years of HR experience supporting high performance work teams in a manufacturing environment
• Strong understanding of HR laws, principles and practices
• SPHR or similar certification
• Black belt or Kaizen certified, with demonstrated use of the tools
• Leadership and ability to motivate and develop staff
• Exceptional organizational skills
• Ability to perform independently at a high level, self-directed, self-motivated
• Experience with compensation and job leveling program redesign in a manufacturing environment
• Experienced in leading organizational change initiatives, talent assessments and processes
• Ability to travel (20%) and future location mobility
• Good influencing and relationship building skills
• Annually affirm InterVarsity’s Statement of Faith
• Thorough knowledge of, or the ability to learn: the purpose, vision, ministries and policies of InterVarsity
• A significant combination of human resources knowledge, skills, and experience is required to successfully perform the responsibilities of this role. A typical way of gaining these qualifications would be: a Bachelor's degree, an advanced degree in HR, management or business, and a minimum of 6 years of HR experience. Management experience and a Professional Human Resources certification is strongly preferred
• Demonstrated experience managing and/or administrating benefits, compensation programs, HR Technology and data
• Demonstrated experience implementing and managing successful HR programs
• Demonstrated spiritual maturity
• Strong working knowledge of applicable federal and state employment law requirements
• Leadership skills, including negotiation, problem solving, decision making, and delegation
• Excellent communicator, relationship builder, and team player who is able to collaborate effectively with all levels of staff, management, and members of the community
• Ability to synthesize and deliver complex information to diverse audiences both verbally and in writing
• Strong analytical skills with a high capacity for managing complexity
• Demonstrated ability and commitment to work in a diverse team environment
• Experience in conflict resolution and mediation
• Ability to handle all matters in a confidential manner
• A working knowledge of current Microsoft software applications
• Willingness to travel occasionally

Regional Field HR Director Resume Examples & Samples

• Manages HR resources and priorities, collaborates across Business HRG’s, Corporate and Group Centers of Excellence and/or third party vendors, as appropriate, aligning to business and HR goals and leads successful implementation of initiatives
• Leads PPI culture across region and broader field organization
• Senior Human Resources Management experience from a large multi-national company with 10+ years of successful experience and a minimum of 2 years as senior HR business partner supporting executives in a global business unit
• Highly preferred: Experience from large, highly technical life sciences business with a strong emphasis on innovation
• People Management Experience with a strong track record for developing and coaching HR Professionals
• Experience as a strategic business partner with credibility as a trusted advisor and confidant to senior management on business issues and business strategy with the ability to link human resources as a driver and influencer of business performance
• Must have led/been directly involved in significant change management initiatives in prior roles
• Effective communication skills with proven ability to influence without direct authority

Americas Region, HR Director Resume Examples & Samples

• Minimum 10 years of senior human resources leadership experience in a global, technology based company
• Leadership experience in a matrixed organization
• In depth knowledge and experience with all areas of human resources, to include HR strategic planning, talent acquisition, regional employment law, competitive benefit practices, organizational development, change management, process improvement and employee engagement
• Demonstrated ability to understand complex business goals and recommend new approaches, practices and procedures to achieve continual improvements in business outcomes, employee productivity and engagement along with the development of the HR function within the company
• Ability to solve problems and identify root causes of various complex issues, design and implement solutions across multiple disciplines, at times beyond HR solutions
• Capability to coach and mentor at senior management level
• Demonstrated ability to work across cultural and geographical boundaries, and build HR approaches that deliver value across diverse global markets. Interact, influence and collaborate across different cultures, languages and time zones
• The ability to be comfortable with high volume workload and "roll up your sleeves" work style
• A strong solutions’ focus and being comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions
• Track record of successfully building strong working relationships within a senior leadership team, with matrix reporting structures
• Budgeting and financial savvy
• Ability to define and lead a program of change management throughout the organization
• High energy; bias for action, strong work ethic, and desire to achieve excellence
• Possess a “clear and direct voice”
• Effective team player and team builder; ability to interface at all levels of the organization
• Ability to look at cultural diversity as it relates to HR programs and practices; consider concept of ‘Inclusiveness’ with program development
• Bachelor’s degree, or higher educational achievement
• Based in our Duluth, Georgia America’s HQ location, travel as needed up to 25% on average
• International HR experience in LATAM or Canada highly preferred
• Partner with operational leadership to drive the fulfillment of business goals and objectives through relevant HR strategy
• Analyze the salary and incentive decisions made by business leaders and make recommendations that improve effectiveness in light of business goals and objectives
• Works with Talent Management to plan and execute the staffing strategy for all aspects of the business
• Maintains employee handbook; advises employees and board as required of changes to company policies
• Ensures that all personnel practices comply with federal and state laws; consults legal counsel as required
• Partner with HRIS and the business to define relevant metrics and reporting designed to support effective business decisions at the local and corporate levels
• Develops subordinate staff to provide consistent, fair and impartial treatment of applicants, employees and former employees in all aspects of employment
• Function as main point of contact for business controls and internal audit or other parties requesting information related to HR Processes
• Communicates with business leaders regarding the development of the succession plan and employee development for their respective businesses
• Bachelor’s degree in Business Administration, HR or related field and 10 years of HR experience or a Master’s degree in Business Administration, HR or related field and 8 years of HR experience required
• Experience with workforce planning, staffing, employee relations, performance management and coaching, organizational learning and development, teambuilding, change management, succession planning, benefits, compensation, HRIS, payroll and compliance
• Must be skilled in use of analytical tools including Excel
• Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certifications preferred
• Ability to write reports, business correspondence, procedure manuals, and process documents

Area HR Director South Europe Resume Examples & Samples

• Proven track record as HR Director/HR manager
• Experience in working across functional/business lines and cultures in a global organization
• HR Processes and tools experience
• Knowledge of HR and safety related regulations and legislation
• Experience of a business where HR services delivery is shared across geographies is an asset
• Experience of Organizational development and demonstrated ability to support the business in change
• M.Sc. or Bachelor degree in a relevant field or equivalent experience
• 8-10 years of progressive Human Resources experience
• Fluency of English + at least one additional area language is required
• Effectively assess current cultures and competitive landscape and determine how to creatively design and implement talent programs that deliver impactful results, are tailored for the culture, and are compliant with company policies and procedures
• In collaboration with the Talent Acquisition team develop and execution recruitment strategies to identify current and pipeline talent needs
• Coordinate with centralized training function to offer relevant ongoing training and development programs; supplement centralized curriculum with local programs
• Critically analyze current talent programs and, partnering with the Partner/HR Director for North America, design, develop and implement changes to drive continuous improvement
• Execute the day-to-day responsibilities of the HR function, including salary and new hire administration, reporting and tracking. Drive continuous improvement in all processes and systems
• Work closely with all levels of employees to build relationships, provide coaching and counsel and drive the business strategy. Comfort interacting with senior management a must
• Previous agency experience in market, advertising, Digital or PR space a MUST
• Proven track record in successfully implementing HR programs
• Demonstrated strategic thinking, influencing, problem solving, mediation and decision making skills
• Experience working in a complex, matrixed environment

Assistant HR Director Resume Examples & Samples

• Strong knowledge of HR practices and policy at a Federal and State level. The successful candidate in this position will be able to not only apply policy, but interpret policy and determine when and if clarification and additional guidance is necessary to mitigate risk
• Strong verbal and written communication skills are required in order to provide feedback of a consultative nature to the incumbent's direct reports and those senior leaders and hiring managers and potential outside bodies that the HR Director will be working with on behalf of the HR Director
• Ability to exercise discretion and good judgment at all times when working on confidential matters. This may involve pending classification studies, possible litigation, or performance management/coaching. Discretion is key to this role
• Ability to work well with others in a consultative and cooperative manner and assist them in making the right decision for the Department, the State, the pensioners, the employees
• Strong attention to detail and ability to ensure accuracy in work at all times
• Ability to work independently with the support of the HR Director as a delegate when authorized and appropriate
• Strong analytical skills to produce and analyze data and make recommendations

Executive Assistant to Snr HR Director Resume Examples & Samples

• Providing office leadership and administrative support for members of the leadership team
• Perform wide variety of administrative support activities, which require the handling of business sensitive and confidential information
• Responsible for the establishment of meeting and agenda priorities, travel schedules and staff meetings within a very dynamic and ever-changing environment
• Interface with Corporate GE, external agencies, and other leadership in a professional manner
• Supervise purchase of office administrative supplies
• Proactively coordinate executive calendars, which are comprised of heavy meeting schedules and extensive global travel
• Plan, schedule, and arrange business meetings and travel itineraries; maintain passport and visa requirements; prepare and reconcile expense accounts
• Prepare presentations, reports, spreadsheets, meeting minutes and other business information
• Assist in managing expense accounts and budgets
• Anticipate needs and accomplishes responsibilities without direction
• Manage multiple projects and priorities and initiates follow up to ensure timely achievement of
• Commitments
• Ability to effectively interface with all levels of the organization, including executives
• High level of proficiency in Word, Excel, PowerPoint and Outlook
• Ability to handle confidential and sensitive material and critical assignments in a professional, discrete manner
• Able to adapt to ever changing priorities
• Strong organizational, time management and prioritization skills
• Ability to prepare business letters, proposals, summaries, and reports using prescribed format and conforming to all rules of punctuation, grammar, diction, and style using all parts of speech
• Ability to work independently and as well as part of a team
• Resourceful, proactive, assertive, detail oriented, and energetic
• Ability to support multiple projects and balance conflicting needs

HR Director / HR Lead Resume Examples & Samples

• Creates and administers various human resource plans and procedures for all organization personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual
• Participates in developing company and departmental goals, objectives and systems
• Administers the compensation program; standardizes and monitors the performance evaluation program and revises as necessary
• Performs benefits administration, including claims resolution, change reporting, approving invoices for payment and communicating benefits information to employees
• Conducts recruitment efforts for all exempt and nonexempt personnel, students and temporary employees; conducts new-employee orientations; monitors career-pathing program; and writes and places advertisements
• A bachelor's degree and three to five years of HR experience, or a master's degree in HR management and two years of experience in the HR field, or seven years of experience in the HR field, or any similar combination of education and experience
• Applicants must read and speak English at a fluent level
• Masters' degree in human resources or related field
• SHRM Certified Professional (SHRM-SCP) or SHRM Senior Certified Professional (SHRM-CP) credential
• Eight to 10 years of human resource experience
• SHRM-CP or SHRM-SCP certification or ability to obtain certification within 12 months of hire date

Sales HR Director / HR Business Partner Resume Examples & Samples

• Primary clients include US Sales SVP and Sales Directors
• Core functional and HR operational program management role provides country coordination across all field sales Zone HRMs to ensure consistent alignment and execution of activities for US HR
• For client groups, define the overarching HR strategic framework, plan and drive highly effective implementation and execution that enable the identification, selection, on boarding, development, reward, retention, and full engagement of a best-in-class, high performance workforce
• Partner with Regional HRBP peers, COE’s, and HRMs, along with HR Operations to influence the implementation of the appropriate coverage model, building capabilities into the workforce of the future
• Provide on-going direct implementation of world-wide HR programs aligned to global commercial excellence, partnering with and leveraging HRBP’s
• Partners with Region and HR COE’s to identify and implement best-in-class programs, tools and solutions focused on talent development and performance excellence
• Builds organizational capability through development and/or facilitation of appropriate senior leadership team (i.e., team effectiveness, goal development and alignment, manager capability, etc.)
• Manages HR resources and priorities, commissions HR solutions via the HRMs or HR Specialists or third party vendors, as appropriate, aligning to business and HR goals and leads successful implementation of initiatives
• Leads with data and analytics, diagnosing root cause opportunities, making calculated and timely decisions, and taking full action to establish ROI, metrics, and manage programs that will support sales excellence and increased productivity in a prescriptive way
• Bachelor’s degree in business, human resources, psychology, related discipline required. Graduate degree preferred
• At least 12 years of progressive experience in all aspects of Human Resources
• Experience supporting globally distributed teams and multiple functions
• Experience building teams and managing leadership matrixes
• Thorough working knowledge of contemporary practices in the administration of HR policies
• Experience supporting sales teams
• Strong project management skills with ability to manage short term deliverables concurrent with longer-term strategic milestones
• Ability to consult with and influence senior leaders
• Human resource management
• Collaborate with HR functional Leadership team to ensure that programs and initiatives are communicated and implemented across the region
• Provide administrative best practice processes and strategic planning Leadership to ensure quality HR service
• Partner with Senior Operations Leaders to provide cohesive thought Leadership around human capital management, succession planning, engagement and talent management
• Develop staffing and human capital strategies by researching human resources issues, identifying trends and providing recommendations to human resources and operations Leadership
• Serve as unifying Leader to coordinate the partnership of all functional human resources areas together to support business requests and needs
• Establish human resources objectives in Line with organizational objectives and facilitate successful implementation of corporate programs by partnering with operations Leaders and directing site human resources
• Partner with senior management to determine workforce planning and recruitment strategies with a focus on high quality, cost effectiveness and swift execution
• Support recruiting plans, goals, strategies and measurements to achieve region and company goals and revenue objectives
• Ensure effective implementation and maintenance of non-discriminatory practices as related to recruitment, hiring, training, promotions and terminations
• Direct human resources operations in assigned region by overseeing staffing needs assessment, ensuring consistent and equitable compensation practices, partnering with recruiting and communication of programs to coach, counsel and discipline staff
• Develop human resources operations financial strategies by estimating, forecasting and anticipating requirements, trends and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances
• Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction
• Support management by providing an escalation path for human resources advice, counsel, and decisions; analyzing information and applications
• Consult on formal work improvement plans and HR compliance items
• Guide management and employee actions supporting the development and revision of policies, procedures and guidelines; ensure compliance on HR policies and procedures and state/ federal legislation
• Bachelor’s Degree (advanced degree preferred)
• 8+ years professional HR experience in a global professional services/outsourcing company
• Call Center HR experience strongly preferred
• Experience dealing with complex HR issues
• Demonstrated success and experience in consulting on Leave Administration, Employee Relations, Performance Management, and change management issues
• Extensive knowledge of HR, laws, regulations and trends to proactively consult with internal clients
• Strong verbal and written communication skills with multiple levels across the organization
• Experience managing a remote/virtual team
• Excellent capability to prioritize and organize work in a complex environment

Temp Divisional HR Director Resume Examples & Samples

• Actimize COO group: The COO Group is comprised of mainly R&D functions with over 300 employees globally (Israel, Pune, and US)
• Actimize Fraud group: The Fraud Group is a global product grout, responsible for the Fraud Line of Business
• Act as the face of HR for the Division; represent companywide people and culture philosophies and priorities
• Ensure HR plans support the needs of the business
• Drive people processes and ensure compliance to global practices and policies
• Ensure people data accuracy for the Division and Provide information and reports on data such as staff turnover, references, cost per hire, training hours per person, etc. Leverage information to create deep insights and facilitate decisions
• Maximize people experience and facilitate organization’s enhancement plans
• Drive talent strategy for the division including people, HiPo and managers development programs in partnership with the corporate as well as independent programs
• Co-ordinate recruitment throughout the company through management of a recruitment team/HR team. Interview senior hires when necessary
• Support organizational change management projects; communications and transition plans
• Skills Required/Desired
• Previous experience of managing a global Human Resources team
• Previously influenced senior managers, built strong commercial relationships and driven an HR strategy
• Experience working in complex, matrix and global environment
• Works with others in a collaborative and solutions focused manner to achieve win-win outcomes
• Able to work to deadlines and adapt to changing conditions ability to generate effective and pragmatic solutions to new situations and problems as they are presented
• The ability to inspire confidence of the senior leader and other managers through timely delivery of information and plans. Works independently of senior leader, but consults where appropriate
• Familiar with best practice people processes and experienced in coaching managers through this and leading where necessary
• Commercial acumen - has a good overall understanding of company finances and uses this information to push back and support managers in resource and succession planning
• Able to problem solve both operational and strategic issues through a pragmatic and commercially sound approach
• Effectively plans ahead to anticipate problems, plans for worst-case and best-case scenarios
• Partner with business leaders to drive the people and organization strategy and agendas
• Shape organization and people strategies; coach the business leadership team to facilitate and land key organization changes and drive change management. Act as a catalyst for building organizational effectiveness within the business
• Align your work, initiatives, programs, and projects to business drivers and strategy
• Apply systems models, diagnostics, and data to analyze organizational scenarios and provide solutions
• Influence the cultural evolution through talent acquisition, rewards systems, employee engagement, leadership development, talent diversity, and creating an inclusive environment
• Application of strategic talent management solutions to continuously improve talent acquisition, retention, assessment, development, and career/professional growth
• Lead broad organization projects across multiple segments and teams; apply consulting skills to effectively contract work with clients and stakeholders
• Provides coaching to business leaders and works to improve effectiveness of leadership teams
• Ensure HR ROB foundation are in place and well-functioning, partnering with all parts of HR - centers of excellence (COEs), field HR, peers in other segments and engineering and marketing groups
• Minimum 10 years in HR roles
• 5+ years people management
• Knowledge of HR laws such as EEOC guidelines, FSLA and ADA
• Ability to deal effectively with ambiguity and lead change, recognize trends and identify systemic approaches to solving problems
• Experience partnering with senior executives, and teams within a complex, matrixed environment
• Strong business acumen, curiosity, learning agility, and learning/growth mindset. Ability to assess and translate business strategy and workforce implications, and identify relevant solutions
• Strong assessor of talent and ability to lead and coach for development. Exceptional HR leader and people manager who is an attractor and motivator of talent. This position manages a team of HR Managers
• Strong knowledge and application of data analytics, org design and development principles, strategic planning and change management methodologies
• Drives alignment and teamwork within a team, department, or across organizational boundaries
• This role will require occasional travel.**
• Insure that Rexnord HR practices (Performance Ownership, Compensation, TAE etc.) are understood and followed
• Lead consistent staffing processes and obtain talent that will have a high degree of successful performance in their new role
• Equip front line leadership with appropriate skills and tools to insure that Rexnord rules and policies are administered appropriately
• Manage the performance ownership process for group, train managers and associates in the process, ensure all associate objectives are tied to Divisional and Corporate strategies/AIPs and that associates understand goals, objectives and development opportunities
• Align succession planning with staffing needs and and in tandem with local leadership complete full talent assessment with gaps closed with associate development plans
• Ensure labor and employee relations are aligned with Total Associate Engagement objectives and action plans are in place to improve associate engagement scores on survey response
• Reinforce open communication channels and apply policies and practices in a fair and consistent manner in order to minimize legal risk. Provide sounding board for all associates
• Utilize sound business judgment to make decisions will a full evaluation of risk and take actions to minimize the potential for negative financial and associate relations impact
• Consistently administer compensation program, considering internal equity and salary budget constraints
• Build & maintain strong relationships with business leaders in key positions within supported organization
• Fully mentor and develop HR staff reporting to this role for future growth
• Demonstrate Rexnord’s core values, foster RBS, continuous improvement, sharing of “useful” practice and learning at all levels of the organization
• Utilize metrics to measure success of HR initiatives on the achievement of business growth
• Partner closely with the President of the Portfolio Group and other business leaders to provide HR thought/organizational leadership; contribute to the development of HR strategies in support of the business strategy
• Understand the client business, mission, challenges, business initiatives and business model in order to influence and facilitate the development of organizational priorities and related change initiatives
• Facilitate the Engagement Survey process and follow up communication and action items to continuously improve associate engagement and retention; identify trends and proactively recommend solutions to improve the employee experience
• Partner with the Talent Acquisition team to recruit the right talent to scale the business
• Relevant Bachelor’s degree required; Masters degree preferred
• Minimum of 10 years of directly applicable HR experience in various progressive assignments
• Curiosity and Learning Agility: desire to learn the business and key strategic initiatives in order to understand the org and make recommendations at a strategic level
• Able to make the tough decision and stand on his/her own, be able to effectively challenge senior leaders and think on your feet
• Keen insight into human behavior and motivation and ability to discern high potential talent from average performers
• Experience in a high-change, high-growth, and highly competitive global environment

Global HR Director, Bioscience Research Resume Examples & Samples

• Coach and develop team members to reach their full potential
• Support development assignments and movement of talent across units
• Execute performance and career development discussions
• Role model and enable development of competencies in others needed to implement BASF's strategy
• Establish and support a safety culture in which all accidents are preventable
• Determine, develop and execute regional human resources strategies that effectively support the overall business strategies
• Provide leadership, direction and expertise for the full scope of the HR function including employee relations, talent acquisition and development, reward, employee engagement and organizational design and change
• Own, support and manage annual business cycles, including talent review, performance management, pay review, headcount planning and employee surveys
• Coach, develop and challenge the Leadership Team and managers on the execution of business plans and on people leadership
• Build organisational bench strength by building programs that will ensure the organisation can meet its customer and contractual needs
• Lead communication, implementation and execution of all compensation and benefit initiatives across the region
• Manage the HR Budget, report monthly on budget performance for the HR function; oversee forecasting activity for regional headcount across all functions and business units
• Leading, coaching and developing a team of HR professionals across the region , with Line manage 4 direct reports, capabilities for long term succession planning
• Work closely and partner with HR COEs – Talent Acquisition, Compensation & Benefits
• Ensure organisational understanding of and adherence to ethics and compliance standards, and all local/regional employment regulations
• Ensure that the company complies with all legal and regulatory requirements
• Ensure that record keeping meets the requirements of auditors and government agencies
• Degree qualified – Business/HR. MBA is an advantage
• 8+ years’ experience with in a broad HR generalist roles, solid experience of organization / job design, workforce planning, performance management, talent development, compensation & benefits, employee engagement
• 3+ years’ experience in broad HR strategy and policy development
• 2+ years’ experience of managing big organisational change projects – mergers, divestments, restructuring
• Commercially astute with experience of working in an international sales driven businesses, manufacturing and/or engineering preferred
• Recent strategic & operational HR experience in the MEA region
• Skilled at establishing, building strong relationships and be seen as a partner across all levels of an organisations. Ability to manage and influence stakeholder group
• People leadership experience, ability to understand and drive your own & team performance through coaching and development
• Exemplary verbal and written communication skills, strong emotional intelligence
• Ability to present at senior level
• Strong analytical and problem solving skills especially the ability to analyse data
• Tireless and results driven mentality, able to continually critique and optimise performance
• Provide coaching and guidance to company leadership team in their efforts to drive improved performance throughout the organization
• The ability to design, direct, and manage the company-wide process of organization development that addresses issues such as; succession, strategic workforce development, key employee retention, and organization design
• Work as a strategic partner to facilitate the process of organizational development that plans, communicates, and integrates the results of business planning throughout the organization
• A thorough understanding of HR policies and regulatory /legal requirements in the areas of FLSA, FMLA, ADA, EEO, Title VII, and other employment related law; including CA Compliance
• Responsible for full-cycle recruitment activities in alignment with business objectives; including but not limited to sourcing, interviewing and onboarding
• Hands on experience with ADP benefit administration; payroll backup as required
• Provide management team with HR guidance on all employment related matters
• Provide executive support of HR policy interpretation and proactively seek corporate HR involvement when necessary
• Demonstrate concern for cost/benefit of recommendations to management and understand the financial impact of decisions
• Oversee workers compensation and safety management
• Proficiency with Microsoft Office and ability to learn various HR related systems
• 3++ years of HR Manager Experience
• Full-cycle Recruiting experience
• Understand the business's mission and vision, and partner with the community Senior Leadership team on effectively aligning the community’s objectives with who the business wants to be
• Effectively partners with the Senior Leadership team, serving alongside them in the day-to-day operations of the business. Is able to provide coaching, leadership development, and encourage team member engagement
• The Human Resources Director translates the business's corporate policies and procedures to be utilized at the local community
• Understands who the business is and is a role model of the cultural initiatives at each community
• The Human Resources Director takes lead in creating a positive work environment that promotes teamwork, productivity, mentoring and cooperation
• Is able to understand the changing environment and its impact on who the business wants to be, and then translates this into action items
• The Human Resources Director takes time to engage with the various team members at the community, understanding that they make up who the business is
• Is able to establish credibility with the team members as a safe, trusting advocate, while at the same time being able to translate business initiatives and expectations
• The Human Resources Director serves as the focal point for all related issues and concerns at the community
• Leads the employee recruitment process, from start to finish, for each position. This includes working with the hiring manager on clearly assessing the need and understanding the job responsibilities; developing a job description (as necessary); posting the job on appropriate job boards; tracking applicant flow; when necessary partnering with the hiring manager on screening candidates; and preparing and sending an offer letter
• Partners with Senior Leadership on developing a talent pipeline and succession planning for key positions at the community. This includes being aware of risks and opportunities within the staff and coaching managers on providing timely performance discussions
• Understands the general feel of satisfaction across the community as we make this business one of the premiere places to work
• Provides consultation to management and employees regarding this business's policies and procedures on concerns that require analysis and interpretation of complex events; ensures consistency in application of employment practices
• Provides on-boarding and training of team
• Bachelor's Degree from an accredited university or college or minimum 4 years of relevant work experience
• Minimum 4 years of professional work experience, with a minimum 2 years of experience in the Human Resources operational leadership function. Work experience in a long term care or health care environment preferred
• Demonstrated experience in partnering with a diverse team of employees, managers and supervisors
• Must have the ability to provide outstanding coaching services and to effectively manage change Must possess strong written and oral communication skills with high-level attention to detail
• Ability to perform in a high-pressure environment, meeting frequent deadlines and under extended hours
• Demonstrated competence in various HR functional areas, such as recruiting, training, compensation, benefits, employee development and / or performance management
• Ability to maintain confidentiality information
• Visibility requires maintaining a professional appearance and providing a positive company image
• Partner with business on strategic workforce design including organization, needed competencies and expense objectives. Develop all business rationales for organization restructure. Collaborate with all COE’s to identify and develop current and future leaders. Meet diversity objectives and ensure competitive and equitable compensation practices and programs
• Partner with COE’s to ensure appropriate performance management system in place to drive business results. Provide senior management with consultation and advice on organizational issues
• Take lead HR role in any due diligence activity for acquisitions or divestitures. Advise on in-country legislation, regulatory issues related to the employment relationship and relevant local practice
• Hold a leadership role in change and culture management initiatives that result from acquisition or divestiture, restructuring, employee engagement survey or other change initiatives
• Partner with Talent Development COE to develop leadership talent to meet the growth objectives of the business
• Ensuring compliance with legal requirements to mitigate business risk, both reputational (e.g. adverse publicity, poor job market perception), legal and financial risk
• Serve on project teams as required
• Share HR best practices with peers and business
• Experience of working for an International organisation and successfully managing within a matrix organisation
• Ability to anticipate trends, changes and repercussions; bring HR point of view to business decisions
• Strong project management skills and the ability to execute large-scale initiatives in a complex, matrix global environment while maintaining focus on the business and its customers
• Bachelor’s degree required in an HR or business-related field. Advanced degree preferred
• Demonstrated ability to use metrics for fact based decision-making
• Partners with the top management of the firm in designing and deploying the local Talent strategy
• Acts as an advisor to the local top management team on all Talent related topics, contributing to operational and strategic decisions in the people area
• Identifies best practices and provides leadership and support to top management on matters of policy development and strategic implementation of Talent initiatives
• Contributes to change initiatives across the firm, to achieve business results
• Leads and develop a team of HR professionals
• Holds the overall responsibility for all HR activities, including payroll and employment relations
• Plays an active role in the design and roll out of the Regional Talent agenda
• Annually reviews and makes recommendations to executive management for improvement of the organization's policies, procedures and practices on personnel matters
• Maintains responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters
• Communicates changes in the organization's personnel policies and procedures and ensures that proper compliance is followed
• Assists executive management in the annual review, preparation and administration of the organization's wage and salary program
• Recommends, evaluates and participates in staff development for the organization
• Develops and maintains a human resource information system that meets the organization's personnel information needs

AP Corporate HR Director Resume Examples & Samples

• Function as key HR strategic business partner to develop and execute critical functional regional strategies
• Partner with key stakeholders in the development and execution of organization capability strategies
• Provide leadership, guidance and counsel on matters related to talent, organizational development, change, human capital and employee engagement for all AP Corporate functions and ETC
• Develop and execute HR plans, processes, and programs aligned with function objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications for key clients
• Provide guidance to leadership on talent management/development and succession planning to ensure the right talent and bench strength are developed to support the function
• Serve as expert in change management processes to positively impact organizational effectiveness; provides guidance and coaching to the leadership team on change management; Implement strategic change management efforts throughout the organization
• Demonstrates personal credibility by sharing pertinent information, expertise, and insight that could impact the current or future function success
• Develop a sustainable strategic workforce plan for the organization; Implements strategies to meet the resource needs of the business through talent acquisition, talent development, and retention processes and policies
• Understands the points of connection between the business strategy and the people strategy; Provides alternative insights and options into key business issues
• Provides leadership and coach to the AP Corporate HRBPs to build a high engaged and high performance team
• University degree, ideally in Human Resources
• Ideally previous industry related experience, international company experience, multi-cultural environment
• Minimum of 5 years generalist HR and/or HR Business Partner experience
• Best practice HR partnering to deliver strong business performance
• Fluent in business English written and spoken as well as Russian
• Result oriented and able to develop plans/solutions and to deliver expected results even in ambiguous circumstances
• Skilled in developing HR plans/initiatives and aligning people management practices to support business objectives
• Openness and flexibility and ability to deal with and communicate change effectively
• Ability to manage and interpret employment laws into pragmatic solutions and navigate line management through its complexities
• Business acumen and commercial awareness
• Analytical and problem solving skills along with the ability to make timely and balanced decisions
• Business communication, negotiating and influencing skills demonstrated by the ability to use a range of different approaches, to persuade others and to gain acceptance of proposals and decisions
• Self-motivated, self-starter with the ability to work independently and in a team
• Strong interpersonal skills combined with cultural sensitivity
• Experience in Talent Development and Talent Management
• Strategic and hands on approach

Complex HR Director Resume Examples & Samples

• Instruct staff in interpretation of HR policies and procedures
• Coordinate and monitor recruitment, screening and reference checking of all non-exempt personnel
• Recommend and/or approve all employee transitions, i.e. new hire, transfer, promotion, etc
• Monitor and analyze turnover statistics
• Ensure compliance with all HR related Loss Prevention SOP’s
• Ensure Associate Opinion Survey is completed by all employees
• Big box experience along with muti-property expereince required
• Participate in M.O.D. coverage as required
• Must be able to understand and evaluate complex information, data, etc. from various sources to meet appropriate objectives

HR Director, East & Central Region Resume Examples & Samples

• Lead Human Resources organization for multiple manufacturing sites within the region. Full scope HR Business Partner responsibilities
• Participates and supports site safety programs and initiatives to ensure “No One Hurt” is a reality
• Partner closely with Plant Managers/Directors and staffs to align HR initiatives, policies and practices to business requirements
• Development of HR team within the region to ensure experiences and capabilities to strengthen talent bench and readiness and effectively support Grace Sites across the U.S and Canada
• Utilizes Grace People Management principles to guide Plant Managers, Directors and staff on development of site operations team members and performance management to ensure a strong talent bench is in place
• Aligns with the HR service delivery model and coordinates regularly with the HR Centers of Excellence to deliver high quality services for employees, with focus on effective payroll, benefits administration, talent management and development practices
• Promotes and delivers on initiatives to drive positive culture and workforce climates, positive employee relations, open lines of communication and effective labor relations
• Prepares for union contract (CBA) negotiations where applicable and participates in negotiation process to achieve successful agreements/settlements
• Guides and administers grievance administration, working to minimize or resolve at lowest possible level. Prepares for arbitrations and other dispute responses to unions and government agencies
• Utilizes HR and business systems to administer programs, analyze data and workforce trends
• Prior experience leading a team of HR professionals in support of manufacturing sites
• Demonstrated success in leading change and driving workforce engagement within manufacturing environments
• Demonstrated track record in establishing and optimizing working relationships at all levels via excellent interpersonal skills
• Excellent communications skills to include written and verbal communications. Ability to develop and implement effective communications strategies
• Proficiency in assessing, attracting and developing talent to build strong teams
• Familiarity with process improvement tools (Lean/Six Sigma) that facilitate sustainable process improvements
• Exhibits sound and accurate judgment skills
• Results and action oriented approach to work to drive performance culture
• Familiarity with compensation and benefits practices
• Proficiency with HR systems and processes (SAP, HCM, Payroll)
• Creative approaches to challenges, opportunities and problem solving
• Six Sigma knowledge a plus
• Bachelor’s Degree in Human Resources Management, Psychology, or related field. Advanced degree in HR or related field is desirable, but not required
• Minimum of 12 years of experience in Human Resources positions with increasing levels of responsibility. Minimum of 5 years of leadership/supervisory experience in Human Resources
• Prior experience in Human Resources role that included Labor Relations responsibilities. (Contract negotiations participation, dispute resolution)
• Minimum of 7 years of experience in manufacturing environments required. Prior chemical industry experience desirable, but not required
• Demonstrated proficiency in working effectively within both non-union and unionized locations is required. Multi-site experience a plus
• Senior Professional in Human Resources certification a plus
• Acts as a catalyst for change; guides and directs organizational design, development and change management solutions
• Builds organizational capability through development and/or facilitation of appropriate senior leadership team (i.e., leadership and team effectiveness, goal development and alignment, manager capability, etc.)
• Executes Labor Strategy set by the Steward Labor Relations team
• Works closely with entity HR leaders to manage and resolve complex employee and labor relations issues. Conducts effective, thorough and objective investigations as needed in performance related situations
• Keeps abreast of industry, market and functional trends, and leverages these insights to develop appropriate business unit HR strategies and solutions
• Evaluates work requests from across the region and determines prioritization in collaboration with the business and in alignment with the HR model
• Ensures activities throughout the region are core, common and consistent
• Ensures fairness and organizational consistency with Steward Central goals and values
• Experience as a strategic business partner with credibility as a trusted advisor and confidant to senior management on business issues and business strategy
• Ability to link human resources as a driver and influencer of business performance
• Extensive knowledge of federal and state employment law

HR Director, Oculus Resume Examples & Samples

• Serve as primary contact for Oculus to assist employees with HR, people, and team support
• Proactively assess team and employee development needs, make recommendations, and implement appropriate solutions
• Integrate and partner with HR colleagues in the Learning & Development, Compensation, Legal, ER and HR Programs teams to implement solutions
• Provide rigorous data analysis and reporting solutions based on business needs
• Manage and facilitate organizational design, employee survey action planning, visioning, and team building that support change and growth
• Drive recurring team meetings and 1:1 as necessary
• 10+ years experience as an HR Business Partner or equivalent
• Experience helping organizations through scaling

HR Director Executive Comp Resume Examples & Samples

• Bachelor’s Degree in Human Resources, Finance, or Business
• Minimum of 12 years progressive experience designing and implementing executive compensation programs both
• 10+ years of experience in executive compensation in public company, working with Section 16 officers and Proxy preparation materials. Knowledge of the tax, accounting and SEC regulations that can impact executive compensation
• Strong financial skills and/or background
• Experience preparing materials for Compensation Committees
• Proficient working knowledge of PC applications, including Excel and Power Point and knowledge of HR reporting systems
• Proven ability to analyze complex issues both quantitatively and qualitatively
• Able to maintain confidentiality and discretion in executive compensation issues
• Experience working in a matrixed, decentralized environment; proven experience working with senior management, including top-level executives
• Previous Vendor management experience required
• General knowledge of employment labor laws (FLSA, ERISA, Equal Pay Act etc.) required
• Master’s degree preferred in Human Resources, Finance, Business,or a Law degree
• Prior successful management experience leading a team of highly skilled individual contributors as well as a solid
• Previous Mergers and Acquisition experience desirable

Business & HR Director Resume Examples & Samples

• Associates of Bachelor's degree in accounting or equivalent
• Five years of experience or more preferred
• Experience in a nonprofit environment is preferred
• Knowledge of banks, banking systems, and cash management
• Knowledge of and expertise with computerized accounting systems
• Abiliy to develop and use spreadsheets and standard business software systems
• The Business and HR Director develops and manages all accounting personnel and budgets including accouns payable and receivable, payroll, grants management, and general accounting areas
• Maintains an accouning system to accomplish the proper recording and reporting of all operations, transactions, assets, nad liabiliies of the YMCA for all funds
• Serves as resouce person to management an dprogram personnel in all maters relating to accouning and accounts payable
• Prepares financial statements required by management, the Board, and outside agencies
• Maintains records, and prepare various internal and external reports, including reports for various federal and state agencies. Prepares the IRS Form 990 tax return
• Facilitates key functions such as annual independent audit. Develops and maintains key relationships, including with banks and insurers
• Coordinates and supervises operating cash flow management
• Works closel with I staff to ensure that computer and software systems provide accurate informaion and adequate internal controls
• Maintains the files of all current and past employees of the MDI YMCA as the main go-to for Human Resources
• 7+ years professional work experience (within an HR related area of focus - employee relations, succession planning, retention, engagement, etc.)
• Any experience with Workday or HR systems an added plus
• Human Resource principles, practices and procedures
• Federal, state and local laws, rules and/or regulations affecting Human Resources administration
• Microsoft Office Applications
• Clear and concise written, verbal and presentation skills

HR Director UK Resume Examples & Samples

• HR Strategy and Planning – Develop and implement robust strategies to align with global, regional and affiliate needs both from a commercial and HR perspective
• Talent Development and Management – Build organisational talent pipeline by planning and contributing to key developmental experiences
• Change Management – Develop and implement effective strategies to enable business growth during a period of significant organisational change
• Employee Engagement – Ensure positive employee relations climate by supporting and facilitating negotiations, information and consultation with appropriate stakeholders
• HR Team Leadership – Manage resources and budgets as appropriate to ensure business needs are achieved
• Vendor, Policy and Project Oversight – Manage relationships and monitor effectiveness of vendors and initiatives to ensure ROI and compliance
• Masters Degree in Human Resource Management
• Advanced certification in Labour Law
• Psychology certification / registration would be preferred
• Extensive international experience in an HR Director position
• Proven influencing skills in a similar role and environment (responsibility for 550+ employees)
• Extensive leadership experience in a heavily matrix, international pharmaceutical organisation during a period of change and product launches
• Line management experience of a high performing team of at least 6 people
• Experience in other markets – ideally in a regional role (across multiple legal entities)
• Deep and broad experience in HR strategy and practice including

HR Director / Senior Manager Resume Examples & Samples

• Work with the HRLT to develop the HR strategy and operational plan. Ensure information is communicated effectively, plans are consolidated and integrated and progress tracked
• Collaborate with the HR COEs (Total Reward, Learning & Organizational Development, Talent Acquisition, and HR Operations) and other HR leaders on all elements of the HR delivery model to ensure delivery of world class cost effective HR solutions, services and programs to address critical business needs. Use data driven HR business insights to provide solutions and recommendations to management
• Engage in root cause analysis—often without prompting from the CHRO or others—on issues and opportunities that could impact the HR Function’s roadmap/agenda. Confirm hypotheses through tactful and discrete engagement with the relevant parties. Develop alternative approaches to addressing the problem or opportunity
• Work with HRLT to design and deliver meetings to communicate HR priorities and improve HR effectiveness. This includes: building agendas and presentations for the Human Capital Council, for quartely HR function meetings, HR input as required for quarterly all employee meetings, weekly HRLT/Staff meetings, and HRLT off-sites and ongoing reviews
• Scope, plan and execute multiple, often quick-turnaround projects with minimal outside assistance. Present ideas for special projects that might facilitate the CHRO’s/leadership’s objectives. Work with appropriate stakeholders, including outside parties, to undertake analysis
• Proactive identification of issues that could impact the successful execution of the CHRO’s commitments: This responsibility involves elevating those issues about which the CHRO should be aware and framing/positioning ideas to resolve the problem/mitigate the risk. This is among the most challenging aspects of the job and will require the COS to focus on the underlying interests of the parties working with the CHRO, understand their intentions, and creatively identify alternative means of handling pressing issues
• Provide HR Budget oversite. Reconcile global-regional HR budget & work with HRLT & finance on budget creation and management
• Compliance - Define and establish HR’s compliance program. Implement control self-assessments to proactively identify gaps in controls and key processes. Establish annual review process for all global HR policies. Develop and implement compliance communications and training strategy. Establish and oversee standards of business conduct training specifically customized for different roles including manager and individual contributor
• Establish the HR function’s HRBP role under guidance from the CHRO
• Perform all activities in a safe and responsible manner and support all Environmental, Health, Safety & Security requirements and programs
• Strong analytical and software skills – must be versed in Google Apps, and with strong Excel capabilities
• Experience in coaching, direction and counsel to the functions leadership team, as well as all levels of employees to proactively anticipate, prevent and resolve a wide area of HR issues
• Experience in the semiconductor, high tech industry or information technology preferred
• Global Human Resources Experience preferred
• Minimum of 10 years overall HR experience
• Minimum 7 years HR leadership experience, including support of a HR team
• Minimum 10 years’ experience in an HR Business Partner Role in high tech or industrial/manufacturing business
• Fluency in English Language - written & verbal
• 2 years’ previous experience in a Chief of Staff role
• Experience managing medium to large Human Resources Projects
• Demonstrated ability to work well within all levels in an organization
• Ability to manage incoming requests quickly and professionally in a fast paced business environment
• Strong analytical & systems skills; demonstrated ability to drive data based decision making
• Outstanding organizational skills; ability to react well to shifting priorities

HR Director, Latin Resume Examples & Samples

• Play a role in creating and implementing HR strategy. Be it global discussion or local delivery
• Be a conduit ensuring business strategy and HR strategy are aligned, and that the CoE in HR are aware of the business needs so they can tailor programs appropriately
• Have outstanding relationships with the business leadership team and across HR
• Engage in and support the business strategy offering insights to business leaders to achieve the business objectives through people strategies. Must be a strategic leader and thought provoker
• Measure and track the effectiveness of HR strategies. Communicate to corporate HR and CoEs the people strategy needs of the Latin America business. Draw on CoEs to support them in delivering these needs
• Define the HR strategies and policies required having tailored these to meet local needs and markets within the overall framework as outlined by corporate HR. Strong in execution and implementation of these
• Drive the effective delivery of HR Programs in partnership with CoEs. Including, but not limited to: compensation, benefits, learning & development, workforce and succession planning, etc
• Ensure the business continuously develops our people and that we have a conveyor belt of talent rising through the business. Create and maintain pipelines for critical roles and individuals
• Be an employee advocate by providing employee relations support and advice to senior Latin America management
• Be a key communicator in the business into all locations in the region
• Lead and develop a high performing Latin American HR team
• Active role either leading or being a team member on HR projects and workshops be they global or regional
• Senior management resourcing as needed
• Active coach and advisor to senior management in the business and to high potential individuals
• Drive performance through multiple tools such as reward, performance evaluation, etc
• Play an active part in both the regional team
• Delivery of L&D activity into the business
• Ensure compliance to Hasbro standards and to SOX
• Lead a regional team that is spread throughout Latin America
• Strong business acumen and ability to translate the needs of the business into people solutions
• Proven ability to strategically impact the business
• Experience in coaching and providing advice to people managers
• Must be able to influence, negotiate and poses strong communication skills
• Strong mindset for continuous improvement and proven ability to switch between big picture thinking and detail oriented execution
• Experience implementing successful change management and organizational transformation initiatives
• Able to deliver training programs to managers
• Humor and sense of fun
• Ability to proactively build trusting relationships at all levels
• Intellectual curiosity
• 8 – 10 years HR experience; 3 - 5 years experience in a significant business
• Fluent verbal and written in both English and Spanish. Portuguese a plus
• Compensation experience
• Entertainment, FMCG, Retail or Fashion industry experience
• Global company experience
• Mentor and challenge HR team to effectively support the business in achieving the business results, being a partner towards the Arval Management
• Executive Committee member (Comex) to discuss business performance and strategy and improve employee satisfaction
• Liaise with Group HR to ensure Arval HR methodology & strategy is fully implemented
• Responsible for the Belgian and Luxemburg Entity in HR matters
• Required Experience : 5 à 7 years of experience in an HR Management Role
• Feeling with An HR Business Partner Role
• The scope of the candidate must be wider than just HR. Understanding of financial figures and internal and external processes do create added value
• The candidate must be enthusiastic, very hands on, stress resistant and people oriented
• It goes without saying that the candidate must be an entrepreneur, a good people manager and boundary less
• Realisation and success of this mission asks for strong people, projectskills and leading by example
• Goal-driven leader motivates and mobilizes employees
• Credibility-mutual trust and presence
• Strategic thinking and hands on direction and guidance
• Work with the CEO and UK Board to deliver an organisation fit for the future, including blueprint design principles, planning and implementation, leading the development of new ways of working, embedding values, and building organisational capability
• Drive the talent agenda. Ensure talent management processes are adopted. Develop and implement a resourcing and retention strategy, with a focus on new skills in digital marketing, technology and data science
• Work with the Head of Learning and Development to further develop a learning culture and deliver high quality interventions through a combination of internal and external resources
• Partner with the CEO and UK Board to provide advice, guidance and coaching, and assist in enhancing teamwork and effectiveness at this level
• Develop and lead compensation and benefits strategies and decisions
• Support acquisitions - leading people aspects at due diligence, acquisition and integration phases
• Oversee and coordinate internal communications via the Communications working group
• Lead and motivate the HR team to deliver high quality business partnering and services to the UK business and Corporate teams
• Provide key metrics on demographics, engagement, retention, recruitment, compensation and benefits and L&D
• Work with RELX to deliver changes to T&Cs, policies and benefits, Employee Opinion Surveys and other common policies
• Collaborate with the global HRD and global HR teams to share best practice and benefit from synergies and learning across the global business
• Broad HR skills with key strengths in talent management, leading organisational change, business partnering and people management
• Willingness to work at both strategic and operational levels
• Positive, determined, committed and demonstrate a passion for winning
• Drive the annual evaluation and development processes for MDs globally
• Lead process for setting MD offers, driving consistency with global norms; ensure appropriate approvals are in place; deliver and negotiate offers with MD candidates; support onboarding related to global elements of MD model (eg, comp, evaluation and development processes)
• Act as interface to internal functional departments—local, regional, and global, ensuring timely and comprehensive expert involvement and alignment
• Oversee management of information archives and employee files related to contracts, career development, KPIs, promotions and bonuses
• General additional responsibilities

Divisional HR Director Medsurg Europe Resume Examples & Samples

• Minimum of 8+ years experience as a successful HR generalist supporting multiple business groups
• Ability to operate in a complex environment, leveraging internal and external partners to meet the HR needs of the client base
• Proven ability to manage complex HR matters, including employee relations, performance management, compensation administration (including sales incentive plans) and benefits administration
• Leading organisational development and the HR team overall
• Collaborating with EMEA HR Team, T&D, C&B, Talent Acquisition and other stakeholders (US and in EMEA) to help drive forward organisational design, talent management and performance management
• Works Council negotiation and strong labour law experience is crucial
• Developing effective and collaborative ways of working with the Works Council in line with our Groupon culture and ways of working
• Ensuring that business and talent strategy are aligned across the whole business
• Looking at capability and talent needs to establish global priorities
• Responsibility for identifying critical talent gaps and planning the succession of employees within the business
• Evaluate and ensure the effectiveness of people management practices, programs and services for the business
• Creating and maintaining partnership with Business Leaders on a strategic level
• Ensuring that the culture and processes are in line with the nature of the organisation
• Working with senior management to map and roll out key strategic projects
• Contributing to remodelling plans both within HR and the broader business
• 10 years of recognised HR experience within the software, hardware or ecommerce sector
• Considerable experience in dealing with Works Councils in Germany, developing and delivering the business priorities by managing/executing via the Works Council where required on a day to day basis
• High level of business/commercial thinking is critical
• Proven ability to translate commercial priorities into people priorities
• Proven ability to present complex HR issues in a clear manner
• Strong knowledge of German labor law and codetermination law (Mitbestimmungsgestz)
• Ability to thrive in a global, fast-paced multifaceted environment with an understanding of complex matrix organisations
• Self-starter with strong leadership qualities
• Team player, with strong interpersonal, negotiation and conflict management skills
• Resistance and patience to deal with large organisational structure
• Very strong people and communication skills and a good negotiator
• Very strong analytical skills with an outstanding sense for business opportunities
• Ability to drive both strategic decisions and operational tasks
• Performance driven mind-set with a strong motivation to lead professionally
• Ability to work and communicate in a fast paced international environment
• Previous experience in building and leading successful teams is a plus
• Master’s degree, preferably with focus on Psychology, Business with Human Resources or similar

HR Director, European Reward Resume Examples & Samples

• Graduate level education – CIPD qualified
• High level of numeracy, good written and presentation skills
• High analytical and creative thinking skills
• High level of leadership, interpersonal and influencing skills
• Extensive experience within senior Reward role
• Extensive knowledge of Reward best practice in compensation and benefits and pensions
• Extensive knowledge of job evaluation and setting the appropriate salary and total compensation levels – bonus schemes, designing sales incentive schemes
• Educate on and communicate roles and responsibilities to create high engagement levels and challenge line managers and associates to play their role effectively as “owners of engagement.”
• Communicate and role model the importance of associate engagement in a way that influences our line managers and associates to incorporate the mindset into daily business decisions and conversations
• Educate, advise and challenge line management on the importance of our culture and how they can incorporate The Five Principles into daily activities and decision making
• Act as a role model and articulate a clear, memorable message for different target groups in the organization and tell powerful stories to engage associates to commit to and live The Five Principles
• Serve as a business partner to CTS and the field to advise on how to deal with new and complex programs, business tasks, challenges and initiatives
• Guide, train and direct business leaders on the execution of P&O policies and processes. Apply the basic theories of behavioral sciences as well as change management, teambuilding, effective communication, feedback, coaching, mentoring, leadership development and facilitation
• Lead and support the execution of annual and on-going P&O processes such as talent and compensation reviews, performance development process, associate engagement survey, and others as necessary
• Ensure leaders understand and are fully engaged with talent identification and succession activities, processes and systems
• Partner with regional leadership to create a performance culture (e.g. aligned business objectives, high quality development plans, regular and candid feedback, line manager coaching, etc)
• Train managers to effectively understand and use our performance and team development philosophy, tools and systems
• Partner with centers of excellence to deliver the highest level of support to field and CTS associates
• Deploy content from centers of excellence based upon CTS and regional needs
• Apply employment law for standard cases appropriately and determine when to seek legal advice
• Provide direct coaching and consultation to CTS and the field organization to build and develop greater organizational capability
• Analyze, benchmark and react, where appropriate, to financial, operational and P & O metrics to drive results
• Advise line managers how to build quality development plans according to associate needs
• Partner and advise on regional people initiatives in support of the talent pipeline, including workforce planning, attraction, development, engagement
• Partner with leadership to interview and assess talent for organization,
• Guide effective succession and retention planning efforts
• Lead and support regions through change
• Bachelor’s degree required with MBA or advanced degree in related field preferred, or the equivalent combination of education, training and experience that provides the required knowledge, skills, and abilities
• Minimum ten years of experience as an HR Generalist or related function with business experience showing increasing responsibility
• Knowledge of Talent & Performance Management, Engagement, Team Effectiveness, Organizational Design & Development, Change Management, Facilitation Skills and Coaching
• HR training or certification preferred
• Diverse career (both within and outside of HR) and multi unit experience preferred

HR Business Partner Senior / HR Director Resume Examples & Samples

• Engages in strategic and goal planning processes in order to align HR strategies with the achievement of successful business outcomes
• Partners with business leaders to create and implement a comprehensive people plan aimed at creating a culture that drives accountability, problem-solving, continuous improvement and learning
• Consults with leaders and guides decision-making regarding succession planning, performance management, coaching, data analysis, associate relations, associate engagement, total rewards and learning/development
• Collaborates with Talent Acquisition, Legal, Compensation, Training, Corporate Communications etc. to provide seamless, value added services to business leaders
• Facilitates the implementation of change management initiatives and partners with business leaders to effectively communicate strategies, goals, values, and performance expectations to leaders and associates
• Understands current staffing gaps as well as future needs and effectively partners with business leaders and the Talent Acquisition team to address them
• Engages with the Learning & Development team to build programs that achieve specific development objectives aimed at enabling successful business outcomes
• Delivers the people/organization solution while also being aware of broader consequences for the business
• 5+ years leadership experience leading HRBP or similar level of HR professionals
• Bachelor degree preferred
• 10+ years HRBP, HR generalist or specialist experience with a trend of increasing responsibility
• Experience identifying needs and aligning COE (center of excellence) resources to drive delivery of human resources programs into business areas and the overall company culture
• Experience leading efforts involving change management and associate engagement
• Strong presentation and negotiation skills
• Ability to successfully lead through ambiguity
• Provide strategic HR support to select organizations within the BEX Group
• Understand the BEX Group business model and objectives and contribute to the development of both business and HR priorities
• Partner with senior leadership and recruiting to develop work force plans and staffing models that support strategic objectives and advance the business and functions (recruiting, onboarding, development, talent movement)
• Collaborate with HR Business Partners and shared service partners to successfully drive company-wide programs and initiatives including performance management, salary administration, recruiting, workforce planning and change management
• Implement effective strategies to enable the organization to thrive and provides group and one-on-one coaching with managers and employees to support leadership development, business decision-making, human resources management, and problem solving and performance management
• Drive succession planning, career management, performance management and recruiting strategies and ensuring that organization’s recognition structures reward and recognize high performance, innovation and creativity
• Identify HR trends across the business groups and actively proposes programs to address these trends
• 8-10 years+ progressive HR generalist or business partner experience
• SPHR or GPHR certification preferred
• Flexible and high tolerance for ambiguity
• Capability to work independently and within a team to achieve results
• Strong business acumen, consulting, analysis, project management, communication, presentation, negotiation, conflict management and analytical skills
• Ability to drive human resource strategies and programs in a complex environment at the most senior levels of an organization

HR Director South East Europe Resume Examples & Samples

• Maintain a close relationship with the South East Europe management team and contribute to the decision-making process of structuring and developing the organization and the team
• Actively support the implementation of business initiatives and business needs from an HR perspective and promote positive employee relations in the work environment
• Ensure that all relevant aspects of staffing, employee relations, employee development, and compensation & benefits are aligned with South and Western Europe and delivered timely and in accordance with relevant labor and commercial legislation
• Support/drive initiatives and efficient HR processes, in close collaboration with the HRD South Europe
• Manage personnel planning, annual salary and bonus rounds and off-cycle promotions/salary adjustments for defined areas in accordance with Global Salary Management System process and in close collaboration with the HRD South Europe
• Supervise and ensure in close collaboration with the Senior Manager Rewards South Europe that the monthly payroll processes in the different South East Europe countries are properly executed
• Take responsibility for a smooth employee exit process, consult and coach the Senior Management Team in all legal questions around employee relations and employment contracts
• Implement an efficient organizational structure for the HR team, set individual targets/objectives and manage workloads and results to achieve South and Western Europe targets, while adopting best practices and achieving continuous process improvement
• Ensure high employee engagement through effective motivation, coaching, training and development of HR team members
• Challenge status quo; think outside of the box in terms of solutions; proactively seek for advice and solutions that are aligned with the HR teams of South Europe as well as Western Europe
• Mature and confident personality with both strong conceptual and implementation skills
• Well-organized with solid business understanding
• Customer- and solution oriented mindset
• Team player attitude with supervisory and management skills
• Excellent presentation, project management and problem-solving skills
• Experience of living abroad
• Minimum of 8+ years progressive work experience in the field of HR
• The role is accountable for developing the people plan aligned to the regional business strategy, translating the components of the strategy into people initiatives to be delivered in partnership with colleagues in Country HR Services, Learning & Leadership, Reward and Talent Acquisition
• Ensure intended outcomes are achieved by working closely with the Leadership Team to evolve the organisation structures and ways of working as Kantar Consulting develops across the four existing brands
• Championing organizational change including the ongoing implementation of Kantar First
• To achieve this, the HRD will build people plans for the region as part of the global Kantar Consulting people strategy; focus areas will include - creating a culture of collaboration, and engendering growth-based careers, a clear and compelling proposition for employees, cultures of client centricity and delivery
• Support the commercial and functional leadership team across Kantar Consulting, providing counsel, guidance and strategic support as well as leading and overseeing the most complex employee issues
• Leadership in a changing environment
• Experienced working with Ulrich model
• Results-focussed
• Commercial acumen with strong
• Operating within a global, matrix organisation

Regional HR Director, Europe Resume Examples & Samples

• Demonstrable evidence of working within a shared-service HR model is important in order to effectively work in collaboration and partnership with HR colleagues
• Demonstrable evidence in driving changes and influence effectively, given the ongoing significant transformation at Kantar
• Able to demonstrate 10+ years of human resources/talent management experience with at least 5 years of broad-based HR experience covering functional areas including Staffing, Training and Development, and Employee Relations
• Previous experience of working in the pharmaceutical, life sciences and/or market research industries is desirable
• Evidence of working effectively in a diverse team and multinational matrix environment displaying strong cultural sensitivity
• Demonstrated leadership skills with strong business acumen required
• Partner with the EMEA Leadership team as HR Business Partner, shaping the people strategies for the EMEA region and acting as a trusted partner and coach to the executive team
• Be a culture builder and multiplier of Nutanix’s culture and ensuring our people initiatives, solutions and programs are reflective of our values
• Establish short-term and long-term operational HR strategies to help scale our growth
• Consult on the full employee lifecycle, including organisational development, employee relations, and performance management
• Strong partner in location and expansion strategies across the region
• Ensure compliance with key government legislated requirements to mitigate risk and adherence to HR policies and procedures
• Collaborate with key partner functions (e,g, Finance, IT, Legal, etc) to ensure regional requirements are met
• Lead a team of HRBPs with matrix reporting for support functions across EMEA, ensuring strong ties to the business are maintained and built upon

Related Job Titles

Build my resume

• Build a better resume in minutes
• Resume examples
• 2,000+ examples that work in 2024
• Resume templates
• Free templates for all levels
• Cover letters
• Cover letter generator
• It's like magic, we promise
• Cover letter examples
• Free downloads in Word & Docs

26 Human Resources (HR) Resume Examples for 2024

Human Resources (HR)

Best for candidates with 3+ years of experience

With your job experience and a stunning resume layout, recruiters will be ready to give your application the official stamp of approval.

Resume Builder

Like this template? Customize this resume and make it your own with the help of our Al-powered suggestions, accent colors, and modern fonts.

• Human Resources Resumes
• HR Resumes by Experience
• HR Resumes by Role

Writing Your HR Resume

A company’s most valuable resource is its employees, but it takes a great human resources manager to find, manage, and help those employees succeed within an organization.

From hiring to onboarding to benefits, you know how to help colleagues succeed within a company. When it comes to being a successful human resources (HR) professional, you put people first. But although you can spot a great resume from a mile away,  building a resume  of your own is an entirely different beast.

Our HR resume examples and guide have helped HR professionals learn  how to write a resume  and make a cover letter to  land highly coveted jobs with companies like Facebook and Lyft.  Writing an amazing human resources resume has never been easier!

Human Resources (HR) Resume

or download as PDF

Why this resume works

• If you have more than 10 years of experience, you can add a  resume summary  (also called a career summary) to list your HR experience and biggest achievements.
• Space is limited on your resume, but don’t worry—you’ll have more room to discuss the context of your experience in your  human resources cover letter , so you don’t have to try and cram everything onto your resume.
• Whenever possible, quantify the scale or impact of your work on your human resources resume. For example, how many employees did you help hire or onboard? What was the scale of the compensation plan you managed? How many disputes did you resolve? Numbers speak louder than words!

Human Resources (HR) Manager Resume

• Start by listing your hard skills (the tools and technologies you know) and the areas of HR in which you’re an expert, such as Disability or FMLA.
• Don’t make your skills section a laundry list; only include skills that you can readily demonstrate if asked. Honesty is key!
• You can help the reader out by  formatting your resume  with your most recent experience first. That way hiring managers see your best roles right away, which will encourage them to keep reading.

Human Resources (HR) Intern Resume

• Don’t be afraid to showcase your work and accomplishments! Use strong action words like “developed”, “spearheaded”, or “operated” to show hiring managers that you have what it takes to move into roles with more responsibility. 
• In just two to four sentences, let hiring managers know what company you want to work for, the job title you’re seeking, and what specific skills you have that will be an asset to the company.
• The key word here is  specific.  A vague resume objective won’t do you any favors!

Entry-Level Human Resources (HR) Resume

• Have you started a club, held an internship, or had a part-time job? These can all be valuable on your  entry-level human resources resume !
• You can also highlight your academic abilities by listing your GPA or any awards you won during college. You can even list relevant courses to really show off your skills!
• Some employers prefer resumes in different formats, so check the  Human Resources job description  if you need to use a  Google Doc template  or a  Microsoft Word template  to format your entry-level human resources resume correctly.

Junior Human Resources (HR) Generalist Resume

• Woah, cowpoke! Hold off for a minute and use our  resume checker  to ensure your Jr. human resources generalist resume is formatted correctly and that you’re using all the gold-standard grammar and punctuation rules.
• Leverage metrics about the number of employees at each company you’ve worked for, the percent increase in efficiency after implementing a new HR tool, the number of new hires you’ve added, or the increase in qualified applicants you’ve driven through recruitment strategies

Human Resources (HR) Assistant Resume

• Above all, be specific. A generic, vague objective only wastes valuable space. Instead, talk about your qualifications for the position at hand, then mention why you want this particular role with this specific company.
• For example, did you help plan an event that brought in an extra $3K in revenue? Or maybe you collaborated with your HR team to develop new onboarding processes that decreased the cost-per-hire by 21%. Whatever you did, find a way to tell the employer why your efforts mattered on your  human resources assistant resume .

Senior HR Manager Resume

• Tell your story with the help of your past work experiences! Enrich your senior HR manager resume by depicting the growth in your career. Mention your early career and how you’ve managed to go from simply revisiting policies to finally improving employee satisfaction rate as a manager.

Senior Human Resources Analyst Resume

• A senior human resource analyst resume that gleams with moments you introduced new processes, designed more effective systems, developed better problem-solving strategies, or launched products shows that you’re innovative. And guess what, recruiters have a thing for such candidates.

HRIS Analyst Resume

• As long as you list tools like Tableau, Oracle HCM Cloud, or even TSheets, you’ll be able to convince a would-be employer that you know the ins and outs of visualizing employee data that help an organization reduce its turnover rates.

HR Analyst Resume

• Make your HR analyst resume more eye-catching by choosing the “Standout” template and picking a yellow tone that is cool on the eyes. Back this visual appeal with a degree such as a Bachelor’s in Organizational Behavior and Human Resources that you’ve accomplished and show that you’re a professional in handling employee behavior and data.

HR Compliance Resume

• Use and highlight bullet points like “lowering instances of compliance violations by 17%” in your previous roles. These metrics will do the job of solidifying your interest and ability to ensure all workspace operations are compliant with state and federal laws.

Human Resources Recruiter Resume

• For example, you must show your unmatched competencies in skills and tools that track, assess, and help onboard new hires smoothly.

Human Resources Administrator Resume

• A great example you can use in your human resources administrator resume is underscoring your input in achieving a 42% increase in promotion rates for employees under your supervision.

Human Resources Associate Resume

• However, it’s not enough to state that you’re a team player; your human resources associate resume must also show your contribution in identifying, interviewing, and onboarding new hires.

Human Resources Executive Resume

• For instance, integrating Tableau’s HR data analytics dashboard to support decision-making would give recruiters a reason to pick your human resources executive resume ahead of others.

Human Resources (HR) Director Resume

• Use your work experience bullet points to showcase a variety of skills, like management, collaboration, data analysis, and mentorship. Think of each bullet point as a separate skill you want to showcase.
• Using a  resume template  can help you easily change stylistic elements to suit your fancy, like colors, font types, and layouts. Be creative and go for it!

Human Resources (HR) Coordinator Resume

• Set a timer for six seconds. Now, read through your resume until the timer runs out. What stands out the most?
• Hopefully, “numbers” was your top answer. Numbers are easier to scan, and they’re great at showing how you improved your workplace, so include them when you can!
• Try to include rates like ROIs, time and cost per hour, the staff you oversee, reviews, error reductions, efficiency improvements, and employee retention time.
• While you don’t have to use an outline, we would recommend it, especially if you haven’t  written a resume  in a while.

Human Resources (HR) Generalist Resume

• Use small amounts of color (and different font types) to break up an otherwise-monotonous page of black text and draw attention to section headers.
• However, if you personalize your summary by calling out the employer and the role by name, as well as listing your most relevant achievements, you should add it in to help make a great first impression!

Human Resources (HR) Representative Resume

• While that’s understandable when you make a  resume outline , your resume must be polished and customized to highlight past experience that is applicable to the new job you desire.
• In general, we recommend including three to four work experience listings total so you can expand on each. Any more than four, and it starts to get pretty overwhelming!
• This way, you can quickly review your resume against the job description to create a resume  for every job for which you apply!

Human Resources (HR) Data Analyst Resume

• Always double (and even triple)  check your resume  for any typos or grammatical errors before you turn it in. Even areas that you think are perfect, like your Contact Information, might have a missed “t” or an extra period.
• We’d recommend having a friend or colleague read your resume, too, since they’re more likely to notice mistakes. 
• Font : are you using two fonts, one for your body text and one for your headers?
• Layout : is your resume easy to read? Do you have headers for each section? 
• Style : does your resume convey your personality? If not, consider adding some color and different font types, provided your resume is still readable afterwards.

Human Resources (HR) Benefits Specialist Resume

• Numbers will encourage hiring managers to slow down and carefully read your text. Plus, they take less space then words and can demonstrate your capabilities faster. So, if you want to demonstrate your capabilities quickly, use numbers! 
• For example, adding a  resume objective  usually isn’t the best option unless you’ve just changed careers or are starting out in the HR field.

Human Resources (HR) Business Partner Resume

• That internship you had back when pagers and Razr phones were a thing? Probably not relevant—instead, pick three to four recent positions where you’ve showcased your leadership abilities. 
• We’d recommend listing your experience in reverse-chronological order (aka putting your most recent work experience at the top) to increase the chances of making a good first impression right away.

Human Resources (HR) Recruitment Coordinator Resume

• That’s right. Your resume doesn’t need to be boring to command respect. In fact, a bold color can demonstrate confidence and individuality, which can make you an even more desirable candidate. 
• A note of caution: While more companies are valuing individuality and personality, there are times when muted colors (think deep navy, slate gray, or hunter green) may be more appropriate. This may be especially true if you’re applying to work in HR for a legal or investment firm.

Human Resources (HR) Specialist Resume

• If yes, use our human resources specialist resume to add a dedicated section where you can add certs and improve your chances of being hired.

Chief Human Resources (HR) Officer ( CHRO ) Resume

• With a cluttered template, you run the risk of leaving an employer overwhelmed and unsure of where to look on your resume. Using a clean template, like our Elegant, Official, Standout, or Professional templates, will let a recruiter focus on what’s important and help you put your best foot forward.

VP HR Resume

• If you’re applying for a senior-level position, like Vice President of HR, you’ve probably got a ton of experience under your belt. Still, your resume should ideally fit into one page, so select your most substantial achievements at each role to mention under your work experience in your VP HR resume.

Related resume guides

• Office Administrator
• Talent Acquisition
• Operations Manager

You could be an employer’s dream candidate, but you won’t be hired if your resume isn’t readable or logical. So before your professional resignation letter hits your current employer’s desk, walk through our guide on the top resume formats, what to include in your contact header, and how to make your HR resume readable for employers and ATS.

Top resume formats

The top three  resume formats  for 2024 are reverse-chronological, functional, and combination/hybrid. Each format showcases your aptitude for the job in different ways.

• Reverse-chronological : This format stresses your career progression by putting your most recent job at the top. It’s easy to skim, but it can reveal gaps in employment or career changes.
• Functional : Skills are the name of the game with this format, which highlights position-related and transferable skills alike. However, it can confuse ATS and recruiters since it’s not common.
• Combination/hybrid : It’s the best of both worlds with an in-depth skills section and a work history section, but it can be hard to format and isn’t ATS-friendly.

We believe the reverse-chronological format, as shown below, is the best choice for a human resources resume because it’s easy for ATS and recruiters to read quickly and tells a consistent, steady of your career.

Include the right details in your contact header

Your contact header is where you list (surprise, surprise) your contact information. In this section, you’ll want to include the following:

• Job title you’re seeking
• Email address
• Phone number
• City/State (optional)
• Professional links (optional but recommended)

Since your contact header is the first thing recruiters will read, you need to design it carefully. Place your contact header at the top of your resume, either centered or left-aligned, to make it easy to spot. If you’re struggling to fit everything, remove the optional elements or go down a font size.  Just make sure it’s no smaller than your resume body text . 

You should also adjust the color, font style, and layout. Giving your name a different font and a color block outline can showcase your personality and desired role. No matter what you do with your contact header, just ensure it’s easy to read and looks professionally appealing.

Our resume examples can offer inspiration if you’re struggling to format your contact header.

Make your HR resume readable for software and people

HR professionals know the hiring process is complex, so ATS can be a lifesaver when used well. That means that when you write your HR resume, keep ATS in mind to avoid getting the boot.

Our tips on formatting elements can help you format your resume to impress ATS and employers.

• Margins : Avoid margins smaller than half-inch or larger than one inch to give your resume a professional and clean appearance.
• Fonts : Sans-serif fonts are the best for ATS readability, but unusual fonts aren’t a good choice. Choose safe standards like Arial, Verdana, and Helvetica.
• Font sizes : Overly large or small fonts are overwhelming and hard to read. Use 10 or 12-point font sizes to keep reading a cinch.
• Header names : ATS systems aren’t programmed to recognize creative header names, so stick to industry standards like “work experience” and “skills.”
• Skills:  Include skill keywords listed on the job description to ensure your resume passes ATS inspection.
• Logical order : ATS and recruiters read resumes quickly, so organize your resume according to industry recommendations. Namely, put your contact header at the very top and put your work experience in the middle.
• One page : Recruiters have limited time to read endless qualifications, so keep your resume to a single page. 
• File type : Some ATS won’t recognize .dot, .txt, .jpg, or other file types that aren’t .docx. Submit your resume as a Word document and PDF to cover all your bases.

Write a Winning HR Resume

Writing an effective resume  is an overwhelming process, but human resource professionals can get it done in no time by writing only a section at a time.

In the following sections, we’ll introduce:

• Using an objective/summary effectively
• Listing your HR experience
• Choosing the appropriate skills
• Writing the education section and adding optional elements
• Tailoring your HR resume
• Editing your resume for maximum impact

Determine whether you should use an objective/summary

Many people will argue that a  resume objective  or summary is a waste of space that’s “me-centric.” Yet, a worthwhile objective or summary can showcase your qualifications and give a snapshot of  how  you can impact a business. 

Good objectives and summaries tell the recruiter why you should be hired in three sentences or less. They should highlight your skills while expressing how you’ll use your unique experience in the role for which you’re applying. 

Objectives are typically used when you’re changing careers or just starting out, and they focus on your strengths and transferable skills. Summaries are used for those who have been in their career field for some time, and they function as a snapshot of your long-standing career.

You may not need a summary or an objective, but if you do choose one, always tailor it to each job for which you apply. 

For example, generic objectives give nothing more than buzzwords like this:

• Talented human resources professional seeking new opportunities. Skilled at hiring, management, and communication.

This doesn’t tell the recruiter anything about the candidate’s unique experience (or  anything  about the candidate at all). A good objective is specific and personable, like this example:

• Compassionate and detail-driven HR professional with 3 years of experience. I want to use my interpersonal communication skills and conflict resolution abilities to increase employee satisfaction at CORE. My goal is always to foster relationships from the start of the onboarding process, resulting in a 15% decrease in ETR. 

Similar to the example above, notice how this savvy candidate tailors the career objective to the target business.

Summaries are excellent tools if you’re further along in your career. If you’re SHRM-SCP certified or have been in management for years, you should use a  summary for your resume . Summaries can be difficult, though, because you have to cram in years of experience, often resulting in something that looks like this:

• Experienced HR professional who is organized and passionate about people. I am certified and ready to bring my 10+ years of communication, training, and administration skills to your company. 

It’s not bad per se, but it’s vague and not tailored to the company. The one below gives examples of the applicant’s skills and what they’ll provide for their employer:

• Onboarding and employee training are my specialties as a PHR-certified manager with 10+ years of HR experience. I’m passionate about talent acquisition, coaching, interviewing, and compensation/benefits. I wish to use my skills to increase employee satisfaction and training effectiveness while decreasing time-to-hire and time-to-productivity at CORE.

Like the visual below, the above summary explains goals, specialties, and what the candidate can do for their future employer. When writing your objective or summary, make sure it’s detailed and concise to showcase your best qualities.

List your HR work experience

HR professionals wear a lot of hats, so it can be tempting to cram in as many past jobs as you can to showcase your adaptability and skills. This results in a resume that’s overloaded without a clear focus.

Instead, list  two to four of your most relevant job experiences . Doing so provides a clear story of your career and gives you room to expand on the responsibilities and skills you obtained from each position. 

If you lack formal job experience, list internships, volunteer/leadership work, and projects related to your desired HR position.

Write actionable bullet points

Bullet points are the bread and butter of your experience section, so your writing should be as specialized as possible in this area. Use active verbs and targeted language without resorting to personal pronouns to create the most impact. Consistency is key, so match your verb tenses and either use punctuation or avoid it altogether.

Excellent bullet points for an HR resume are distinct and concise. Use the following examples to help you craft amazing bullet points on your resume: 

• Enforced compliance with federal, state, and company employment laws
• Created individualized employee performance reviews in collaboration with management quarterly
• Educated employees on company policies, procedures, and compensation during employee training
• Established a standard set of onboarding processes, including interviewing, office setup, and software training

These bullet points showcase your specialized skills and highlight your accomplishments most effectively and efficiently. 

Harness the power of numbers

Metrics are frequently missed in HR resumes, but they’re a huge asset. They’re definitive proof that you’ve done your job well. So, you should aim to include metrics on 50 percent of your job description bullet points.

When discussing your job responsibilities , try to include some of the following  HR metrics :

• Improved time-to-hire
• Increased employee retention
• Increased employee satisfaction
• Increased employee performance

Below are some sample job description bullet points using the above metric types. 

• Established improved hiring processes, including quarterly job description updates, sourcing plans, and training/development opportunities for current staff, reducing the time to hire by 7 days
• Provided individualized guidance through weekly one-on-one meetings with new staff members, resulting in 13% higher employee retention than in previous years
• Distributed satisfaction surveys in meetings and incorporated feedback into procedures over 6 months, resulting in 50% higher satisfaction rates than the previous year
• Encouraged employees in weekly meetings with special shout-outs and consistently pointed employees to HRIS records in case of concerns regarding payroll, benefits, or training, resulting in 15% higher employee performance than the previous quarter

Choose your HR skills selectively

The skills section on an HR resume presents your attributes and qualifications in an easy way to read. Regardless of your experience, this section showcases why you’re the best candidate for the job because you possess the traits and knowledge the employer is seeking. 

This is why ATS prioritizes skill keywords to weed out candidates, so nailing this section is crucial. To ensure you stay on the recruiter’s list, choose skills that appear in the job description or those related to similar HR positions. 

Below are some good examples of hard and soft skills HR recruiters desire:

• Microsoft Office Suite
• Legal Compliance
• Conflict Resolution
• Performance Management
• Compensation and Benefits
• HRIS or HRMS
• PHR Certification
• Planning and Strategy

These  resume skills  show experience in multiple areas, like recruiting and payroll, while also listing some hard skills like ATS knowledge. 

Include education, and decide on optional sections

As displayed in the visual below, you’ll need to include education, as most HR positions require a BA in Human Resources Management or associated degrees. Depending on your education level, years in the workforce, and any specializations and certifications, you may need to include different sections on your resume.

For example, if you have multiple certifications, it may not be wise to crowd them all in your objective/summary. Instead, list them in your skills section. 

You may wonder if you should add a  hobbies and interests section to your resume , but most HR resumes shouldn’t include these. Interests and hobbies can be useful in tipping the scale in your favor, but most often, they don’t increase your chances significantly.

However, if the job description or ad mentions company culture or the importance of interests, you should include an interests and hobbies section. For example, if you apply for an entertainment company position, including your love of Harry Potter and Star Wars might be beneficial.

Adjust your HR resume accordingly

Every job is different, so each resume you submit should also be unique. Human resources jobs will have things in common, so you don’t need to revamp your resume completely. Still, pay attention to the differences with each position. Tailor your  objective/summary ,  your skills , and  your work experience bullet points  to match the job description or ad for every job to which you’ve applied.

Edit your HR resume for optimal impact

Although it’s tempting, don’t submit your resume right away! Even though it’s technically complete, there could be mistakes you’ve overlooked.

Walk away for a day or two and let others read it. Once you’ve refreshed your mind, come back and  check your resume  one last time for any errors. Then make the necessary changes until your HR resume is spotless.

Nail the interview and get hired

The last step is to celebrate and prepare for your interview! You can use our  resume checker  to upload your resume and check it against our AI-powered tips or use our  free resume maker , which allows you to create resumes from scratch. Just remember, whenever you apply for a job, you’ll want to tailor your resume again. Good luck—we’re rooting for you!

• Human resources
• HR director resume examples

HR director Resume examples

3 HR director resume examples found

All examples are written by certified resume experts, and free for personal use. Copy any of the HR director resume examples to your own resume, or use one of our free downloadable Word templates. We recommend using these HR director resume examples as inspiration only, while creating your own resume.

Learn more about: how to write a perfect resume

HR director

Partnered with the CEO and other executives to support a fast-growing company, managing an HR department that needs to bring in 50-150 new employees per year. Designed training and performance improvement for the HR team to keep the team on track for annual quotas.

• Reduced employee turnover rate by 25% by implementing company-wide HR strategies.
• Successfully managed a global HR team, providing low turnover rate and increasing efficiency company-wide.
• Solved complex problems by leveraging knowledge of HR technology and best practices.
• Provided guidance and expertise when conceptualizing and implementing company HR initiatives.
• Audited HR team for compliance across all aspects of HR including data entry, new hire orientation and recruitment practices.

Brought on board to direct the company’s HR function as it underwent rapid expansion. Revamped the entire department by instituting new HR practices and standards, establishing new policies and procedures for staff, strengthening regulatory compliance, and introducing a staff performance management program. 

• Revitalized the recruitment efforts of all the company’s branches by developing interview guides and suggesting strategic sourcing channels, attracting highly qualified candidates for all vacancies.
• Raised staff morale through employee welfare programs that addressed grievances and violations, achieving a 40% increase in the overall output.

Pivotal in the development and execution of HR policies and procedures. Worked closely with the recruitment team in sourcing, recruiting, and inducting new staff, coordinated staff welfare programs and performance reviews, and directed benefits administration. 

• Evaluated the company’s staffing needs and implemented strategic sourcing techniques that attracted the best candidates for each vacant position.
• Established robust measures that strengthened compliance with laws and regulations.
• Enhanced staff welfare by developing and implementing motivational and support programs, amplifying the overall output by 40%.
• Easy step-by-step builder
• Professional templates
• Try for free!

Professional resume templates

Make a resume that wins you interviews! Choose one of these professionally-designed resume templates and follow 3 easy steps to complete.

Create a perfect resume in a few minutes

• Field-tested resume templates created by experts
• Powered by Resume.io
• Try now for free!

Free resume templates

• Free for personal use
• Direct download as a Microsoft Word document
• Created by a CPRW certified resume expert
• Optimized for applicant tracking system (ATS) screening

Choosing a correct resume format and template

Resume template

Download our American style resume template. Chronological resume format. Download a functional resume template .

Learn more about the differences between a resume and a CV .

CV template

Download our British/European style cv template. Similar to a resume but more commonly used in Europe, Asia and Africa.

Download cv-template.docx 29.34 KB