| | | 20,000+ Fresh Resumes Monthly | |
|
|
| |
Click here or scroll down to respond to this candidateCandidate's Name
Street Address / PHONE NUMBER AVAILABLEEMAIL AVAILABLEHUMAN RESOURCE PROVESSIONALHigh potential human resource professional. Results, hands-on human resource executive with 15 plus years of human resources experience. Excellent interpersonal and written communications skills with the ability to relate effectively to individuals at all levels within the organization. Highly organized, analytical, and decisive with strong people-solving capability. Strong customer service orientation and business sense.Staffing Employee RelationsTraining and Development CompensationSupervision/Leadership BudgetPROFESSIONAL EXPERIENCEColumbia Public Schools (John Warner Middle School)Nov 2017 - March 2018ParaprofessionalWorked as a Paraprofessional at John Warner Middle School.Assisted Teacher with daily learning activities..Worked with middle school students with their studies throughout the day.LowesApril 2017 May 2018Human Resources ManagerResponsible for developing the human capital necessary to support the achievement of the financial, compliance, and strategic goals, positively contributing to the long-term success of the store.Anticipates and addresses talent needs through strategic recruiting, staffing. and training.Resolve all employee relations and EEO filings.Best-in-class specific to coaching the store management team.Improved store employee store retention from 25% to 15% turnover.Partnered with the Store Manager, studying market trends, and developing short and long-term plans for driving employee engagement and retention in the store.Processed store payroll and zero errors.Strong human resources experience utilizing PeopleSoft, Kronos and Talent Management systems.Internal Revenue ServiceFebruary 2008 April 2017Tax ExaminerProcessed over 100 1040X tax returns daily.Achieved the quality and quantity goals of a Tax Examiner.H&R BlockDecember 2008 March 2009Associate Relations AdvisorRehired by H&R Block for a seasonalAnswered 100plus calls daily to assist employees regarding any and all associate relations concerns.Resolved all employee relation issues with zero EEO filings.Page 2HNTBHR ConsultantFebruary 2008 December 2008Worked with the central division in the company.Supervised 8 HR Specialist located in offices across 5 states.Worked with the Division President on specific tasks that included annual merit and bonus payout.Facilitated roll out of new behavioral assessment tool to hiring managers to use as part of the hiring process resulting in a lower turnover by 10%.Utilize through listening skills to support activities to over 700 engineers and 20 managers in the area of organization assessment and design, change management to analyze and listen to HR issues and provide information, direction, and advice as needed.H&R BlockFebruary 2007 December 2008Human Resources DirectorSupported non-revenue group located in Kansas City, Overland Park, MOTrained over 200 office managers regarding the new implementation of products and services for overall client base.Key player pf the human resource design team of the Companys Phase I and II expense reduction initiation. This endeavor produced a $50 million cost savings by identifying targeted expenditures and downsizing 23% of the organization headcount.Redesign five field cross functional departments. Reduced headcount by 20%improved the quality and consistency of each area, and linked accountability between field operations and WHQ partners by changing into a matrix organization.CottenConsultingJanuary 2003 February 2007Worked with companies that were too small to hire an HR staff.Created several employee and manager handbooks.Coached employees moving into executive positions.Fidelity InvestmentsMarch 1996 December 2003Re-engineer Fidelity recruitment strategy and created a best-0in-class hiring experience. Project scope included realigning the talent acquisition organization, incorporating a competency based performance plan, integrating a new hire management system (Recruitsoft) and design and implementation of new processes for all hiring managers across the company.Negotiate temporary agency contract for multiple Fidelity sites across the U.S. Negotiations resulted in a reduced vendor placements for Fidelity headcount from 50-1, a more competitive price structure with performance guarantees, shifted the temporary agency placements from Fidelity Headcount to the vendor on site, and eliminated co-employment exposure.Fully integrated a Talent Assessment with the Senior Vice President creating a success-planning model by identifying high potentials, readiness level, and availability for business critical needs.Created a Talent Acquisition scorecard that included multiple areas of measurement: hiring manager and candidate satisfaction time to fill quality of hire. Scorecard conclusion exceeded customer expectations by 30% and improved quality of hire by 10%.EDUCATIONBS Business Management, LeTourneau UniversityUniversity of Missouri Hospital VolunteerVOLUNTEERAmerican Red CrossUniversity of Missouri Health |
