Yyyyyy x. yyyyyy
Senior Level Human Resources Leader with a proven track record of developing and implementing cutting edge HR programs, policies and functions through program development, process improvement, performance management and strategic planning. Offering exceptional hands on experience in labor relations & negotiations, employee relations, HR systems, budget development and succession planning. Proven experience in collaborating with senior management leaders to conduct Human Resource planning and activities to support HR initiatives and foster corporate initiatives for growth, performance and accountability. Core competencies include:
Lead Culturally Diverse Workforce
Benefits and Compensation Management
Change Management Processes
Continuous Learning Support
Expertise in HR Law
Gain Cooperation of Staff & Peers
Retention Program Development
Policy Design & Administration
Proactive Leadership Style
Public Speaking & Presentation
Support Corporate Accountability
Union and Collective Bargaining Experience
2010 to Present: Encore Hospitality Services, LLC (Towne Holding, Inc.) Xxxxxx, XXXXXX
Selected by senior management to provide critical leadership for this start-up, union/employee owned hospitality services organization.
Provide key day to day oversight for operations strategies; lead all collective bargaining agreements and establish a trusted relationship with Teamsters Union representatives.
Execute state and federal legal filings to establish operations; source and bid benefit plans, identify and pursue potential vendors and negotiate all contractual agreements.
Research and identify payroll systems; select vendors and oversee implementation of on-line time and attendance system
Maintain complete P&L accountability; develop detailed forecasts, oversee payroll processing, cash flow management and obtain appropriate business insurance coverage.
1996 to 2009: AVP, Inc., Healthcare Hospitality Services, Overland Park, XXXXXX
Human Resources Director/Risk Manager
Gained successive promotions to achieve HR Director role at this nationwide hospitality organization (subsequently sold to Towne Holding, Inc).
Began tenure as a Corporate Recruiter (1997 to 1998), achieved promotion to Operations Manager (1998 to 2000), Director of Operations/Risk Management (2000 to 2006) and Director of HR/Risk Management (2006 to 2009).
Led all HR, legal compliance, and due diligence processes to ensure business continuity during this multi-million dollar acquisition; integral in the integration of 1200 employees into Towne Park organization.
Held total accountability for HR leadership and risk management strategies; developed long-term relationships with key clients to ensure year over year growth, and monitored customer feedback to strengthen organization and gain critical customer loyalty.
Provided HR expertise in troubleshooting and resolving employee relations issues at 120 locations; managed organizational training and development programs, and introduced module based curriculum to drive cohesion while increasing proficiencies across the board.
Developed and implemented policy and procedures, companywide; supervised 100 Managers, 8 Managers and maintained dotted line accountability with 1200 employees.
Created an environment of continuous learning; improved communication among locations, and ensured that HR worked in tandem with operations to accommodate organizational goals.
Instrumental in negotiating and facilitating new casino contracts and secured a 500% increase in new client accounts with a 400% increase in company revenues.
© Led implementation of a new automated payroll and attendance system of over 1000 employees, increasing efficiencies and accuracy .
© Managed comprehensive Quality Improvement Program and secured an 8% increase in overall customer satisfaction.
© Fostered lucrative business relationships with key clients to increase client accounts by 500% and capture $300K in incremental revenue.
© Applied strong leadership, business acumen and quality control expertise to author organizations risk management program, resulting in a decrease in costs by 22% and a 14% decrease in filed claims.
© Developed the organizations first policy and procedure manual; built HR infrastructure from the ground up and consistently monitored/updated HR policies to meet the growing needs of the organization.
1984 to 1996: United States Army Military Police Corps - Staff Sergeant
Enforced State, Federal and Local Military Laws; worked as a Military Working Dog Handler assigned to critical VIP security missions and customs interdiction assignments.
Trained 13 Military Working Dog Teams in law enforcement missions; selected by Department of Defense to manage 8 dog teams providing security at the United Nations, for the President of the United States, the Vice President of the United States and Presidential Candidates in conjunction with the United States Secret Service.
Supervised up to 30 soldiers performing law enforcement missions in the United States and abroad.
© Consistently rated in the top 10% of all personnel and named Honor Graduate for 3 Military Courses.
© Authored on-the-job training manual for Military Police Dog Handlers adopted at 9 TRADOC military bases.
© Received numerous commendations for exceptional performance of duties, and coordinated/conducted 80+ public demonstrations annually for 5,000 attendees.
Member, Society for Human Resource Management
Member, Society for Human Resource Management of Xxxxxx County
Member, Employment Practices Network of Xxxxxx City
SPHR - Senior Professional in Human Resources Certification
Yyyyyy x. yyyyyy
<Hiring Contact Name>
<City, ST Zip>
Dear Mr./Ms. ____:
As a progressive and proactive Human Resources Director, I have always viewed my position within the organization as being a business partner to the operations team, and an advocate for employee needs. I am a well respected and successful HR professional because I have found a way to balance the needs of both the employee and the goals of the organization. I have a reputation for fairness and open-mindedness and a track record of supporting corporate accountability.
I have significant HR program creation, labor relations, process improvement and HR infrastructure development experience along with employee relations and generalist expertise. I have improved operations through the implementation of innovative and progressive training plans, and have been acknowledged by my employers for my key accomplishments in developing fluid and progressive HR departments. This, along with my expertise in change management processes and strategic planning makes me an ideal candidate for the position of <position here>.
The accompanying resume can give you an overview of my potential for making a worthwhile contribution to <firm or company name>. I believe it would be beneficial to us both to further discuss your organization s goals and how I can help you meet them.
Thank you for your time and consideration.
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