Ambitious and Respected Human Resources Professional with extensive generalist, recruiting and employee relations experience.  Expertise in compensation and benefits administration, and a track record of driving HR development initiatives.  Superior strategist & business partner with abxxxxxxity to identify critical operations needs for HR development & staffing.  Seeking a HR Management role with a progressive organization that values leadership, accountabxxxxxxity and program development skxxxxxxls

 

Key Skxxxxxxls and Strengths

 

w  Advocate for Employee Rights

w  Buxxxxxxd & Maintain Vendor Relations

w  Change Management/Organizational Design

w  Conduct Investigations/Deliver Discipline

w  Cross-Functional Relationship Cultivation

w  Deliver Measurable Results

w  Design/Deliver Performance Reviews

w  EEOC & DOL Investigation/Inquiries

w  Effective Sourcing & Interviewing Practices

w  Exceptional Employee Relations Skxxxxxxls

w  FMLA/ STD / LTD / COBRA

w  Leadership Development

w  Liaison for Senior Management

w  OSHA Policies and Safety Training

w  Process Design/Measurement

w  Relevant Knowledge of Policies & Laws

w  Strategic Planning/Continuous Learning

w  Talent Management/Succession Planning

w  Training and Facxxxxxxitating

w  UEC Expertise

 

Professional History

 

CF INDUSTRIES, Chemical Manufacturer and Distributer (2007 to Present)

HR Generalist C Distribution & Corporate

w  Oversee all organizational talent and recruitment efforts; interact with departmental leaders to identify staffing needs, source and interview candidates, assist in final selection processes, perform general orientation and coordinate new hire on-boarding processes.

w  Cultivate relationships with recruiting sources including, educational institutions, specialized recruiters, and industry related organizations to ensure an ample flow of quality applicants.

w  Support all levels of management by acting as a resource for policy and procedures, employee relations initiatives, disciplinary actions and performance management inquiries; maintain current knowledge regarding HR legalities and ethical standards.

w  Integral in rolling out a new performance management tool which integrated a rating system to identify gaps in training and opportunities for employee growth.

w  Oversee training initiatives for employees at all levels; utxxxxxxize internal and external resources to provide learning opportunities, and support a culture of continuous learning.

w  Gather and provide essential HR reporting; turnover, new hires, promotions, demographic information, ADA compliance, EEOC reporting, retirement, terminations, and performance ratings.

 

 

 

Compensation Analyst (2006 to 2007)

w  Identified market trends for salary and compensation, analyzed current salary structures to ensure competitive packages, implemented procedures for merit increase guidelines, and oversaw salary administration processes.

w  Maintained employment documentation including; job descriptions and essential functions, FLSA status, work specifications and required qualifications.

w  Oversaw company wide relocation program; interviewed and selected relocation vendors, interacted with new hires to aid in relocation transition, and calculated costs and expenses associated with move.

w  Calculated nonqualified plan payments and trust shares, performed management intelligence reporting, and submitted accounting data as required.

 

 

TOWERS PERRIN, Professional Services Firm (June 2004 C July 2006)

Compensation Specialist

w  Oversaw the development and implementation of several national compensation surveys, managed process from inception to completion including; questionnaire development, client support, data collection and comparative analysis.

w  Identified market and industry compensation trends, prepared and delivered comprehensive findings to Senior Management for client/end user utxxxxxxization.

w  Developed and delivered training program for newly hired Compensation Specialist staff.

 

 

EDUCATION

 

National-Louis University,  M.B.A. (In Progress)

Le Moyne College , B.S., Industrial Relations & HR Management (2004)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

<Date>

 

<Hiring Contact Name>

< Title>

<Company Name>

<Address>

<City, ST Zip>

 

Dear Mr./Ms. ____:

 

During my comprehensive career as a Human Resources Leader, I have gained process improvement and HR development experience. I have improved operations through staff development and the implementation of new technologies and processes. This along with my expertise in strategic planning and customer relations makes me an ideal candidate for the position of <position here>.   

 

I have a solid record of providing comprehensive HR leadership and have been consistently rewarded for my dedication to supporting corporate HR initiatives.  I have implemented highly successful recruiting plans and am a well-respected trainer and facxxxxxxitator. 

 

 The accompanying resume can give you an overview of my potential for making a worthwhxxxxxxe contribution to <firm or company name>.  As a proven leader, I believe it would be mutually beneficial for us to meet.  I wxxxxxxl call next week to inquire about the possibxxxxxxity of meeting to discuss your organization s goals and how I can help you meet them. 

 

Thank you for your time and consideration.

 

Sincerely,