People Leader / Strategic Business Partner Resume

SUMMARY

Business - Focused Human Resources Leader wif 10+ years’ experience leading execution and administration of HR strategy and operations. Demonstrated skills in mitigating legal risks, organizational change management, and in employment law.
Hands-on and consultative talents providing HR function subject matter expertise. Trusted advisor and sounding board to executives, management, and individual contributors through sound straightforward thought leadership. Achieves corporate strategy while striking a balance between business needs and employee advocacy.
Thinks “BIG” wif an “out of the box” approach using data along wif business sense to guide HR. Cross-industry effectiveness working wif start-up and well established companies of less than 50 and up to 1,000 plus. Collaborates cross-functionally to develop and rollout group, functional and regional initiatives.
Change Management, Reengineering
Implementation, HR Systems & Processes
HR Business Process & Structure Change
Local / State / Federal Compliance
Scrum / Agile Project Methodology
HR Functional Subject Matter Expert
Organizational Restructuring
Coaching, Performance Management
Communication
M & A Due Diligence and Integration
Records Management - SOX Compliance
Conflict Resolution
Project Leader
Benefits Administration
Talent Management

TECHNICAL SKILLS

MS Office Word
Excel
Outlook
PowerPoint
SharePoint
Dropbox
Google Drive
Google Docs
TeamViewer
LogMeInPro
Skype
WebEx
Oracle/Taleo
Jobvite;HRIS / ERP: PeopleSoft
Workday
Microsoft Dynamics GP HR
HR Cloud
HRsmart SaaS
ADP
Paychex

PROFESSIONAL EXPERIENCE

Confidential

People Leader / Strategic Business Partner

Responsibilities:

Inspires others and leads change from the front while working wif business leaders, HR team, and other operational teams on a wide-range of initiatives focusing on business transformation, cultural change, retention, training and scaling.
Project Manager (Scrum, Agile) and/or Active Team Member on HR Systems and other HR data-driven projects and enhancements.
Liaison between technical and functional teams for ERP implementations (PeopleSoft HR, SAP HR, Workday Microsoft Dynamics GP HR)
Creates, manages, and documents human resources and operational policy and procedure.
Provides expertise business leaders on company policy and best practices; influences and recommends appropriate decisions.
Manages employee relations matters, engaging other stakeholders as required to resolve matters and manage organizational risk.
Analyzes trends and metrics to develop effective solutions to support management planning.
Builds quality relationships wif recruitment agencies and other sources to recruit the best. Facilitates compensation surveys (Radford).
Oversees onboarding ensuring completion of all required new hire documentation, conflict and background checks.
Supports in off-boarding as projects are completed or require reduction in scale.
Manages / administers benefits offerings, including Form 5500 and other compliance (ERISA, HIPAA, COBRA, ADA, FMLA, CFRA, PDL).
Develops and administers performance management process and corrective actions implemented as necessary.
Ensures adherence to corporate and technologies policies and practices; immigration and employment compliance - mandatory compliance training; state and federal regulations; Form I-9; EDD; EEO-1; ADA; Affirmative Action Plan / Title VII; ADEA; USERRA; OSHA filings.
HRIS Data Management & Metrics - HR records management, employee privacy, data security, SOX compliance; ad hoc reports.
Project Manager for Enterprise resource planning ‘ERP’ software - Executed project deliverables, met milestones, drove project to completion. Communicated vision at all levels during first-level integration of PeopleSoft - conversion to Time and Attendance Module.
Decreased hiring cycle from 60+ to less than 30 days after sourcing and implementing Taleo Business Edition ATS. Analyzed and streamlined the requisition to hire approval and workflow process - documented the new process, effectively implemented the change.
95% of new hires met first performance milestone after reengineering New Hire Onboarding Program.
22% retention increase after working wif a Diversity & Inclusion Consultant to assess, recommend, and implement initiatives.
Integrated I-9 Remote™ and achieved 100% remote I-9 and E-Verify compliance. Reduced training costs 80%. Eliminated 90 minutes of labor per hire. Simplified process for field managers wif mobile and tablet electronic signature options and secure document imaging.

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