| | | 20,000+ Fresh Resumes Monthly | |
|
|
| |
Click here or scroll down to respond to this candidateCandidate's Name
Human Resource GeneralistContactGrand Rapids, MichiganEMAIL AVAILABLEPHONE NUMBER AVAILABLEProfileExperienced Human Resources Generalist with expertise in Talent Acquisition, Total Rewards, Training, Compliance and more. Talented in bridging gaps between employees and management to achieve objectives. Motivated and decisive with passion to nurture the companys mission, vision and values to recruit and retain highly effective teams.HR SkillsHR PartnerTalent AcquisitionTotal RewardsWorkforce PlanningTraining & DevelopmentPerformance ManagementEmployee RelationsProject ManagementEmployment LawPersonal SkillsRelationship BuilderStrategic InfluencerCreative NegotiatorEffective CommunicatorConflict ResolutionCritical ThinkerAdaptable & TrainableEmotionally IntelligentStrong Business AcumenExperienceHR/Office Manager, B & G Sales of Grand Rapids (2023-Present) Manage employee relations activities: recruiting, onboarding, performance reviews, benefits and training. Overall responsibility for office administration including accounting, payroll and annual audits. Review and develop HR policies, processes, and administration procedures. Partner with leadership to provide strategy plans on multiple projects and priorities simultaneously.Human Resource Consultant, Wise HR Solutions (2010 2015) Provided broad human resources guidance to large and small businesses, including establishing talent acquisition programs, policies, payroll management and employee relations. Crafted and implemented progressively creative talent strategies tailored to the client groups, addressing retention, engagement, and development needs. Evaluated qualitative and quantitative data to uncover root causes and propose solutions. Created and delivered training for educational seminars on multiple facets of Human Resource and current trends. Compensation Analyst, Enterprise Rent-A-Car, Inc. (2008 2010) Successfully led compensation integration of newly acquired businesses resulting in increased revenue and EBITDA. Developed and led training programs to educate field HR managers and recruiting department regarding effective pay practices and applicable laws, reducing legal claims by 15%. Enhanced communication by improving access to information through internal sites and guides. Traveled to sites to conduct job and internal equity pay analyses for mergers.Candidate's Name
Human Resource GeneralistTechnical SkillsMS SuiteSharePoint/Google DocsApplicate Tracking SystemsHRIS SystemsQuickBooksAvalara TaxGusto PayrollEducationTalent Acquisition SpecialtyCertification, SHRMHR Management CertificationUniversity of South FloridaPHR Certification, SHRMAssociate of ArtsBusiness ManagementSt. Petersburg CollegeVolunteerMoms BloomKids Food BasketJunior AchievementWomens Resource CenterCOVID-19 vaccinatedCompensation Analyst, Lowes Companies, Inc. (2005 2007) Responsible for the design, administration, communication of base salary, commission and incentive programs for 200,000+ store leaders and employees. Participated in a variety of projects and initiatives; DEI, culture events, HRIS audits, implementations and processimprovements. Led large scale job reclassification projects and conducted regular internal/external pay analyses to ensurecompetitiveness and equity.HR Supervisor (RDC), Lowes Companies, Inc. (2004 2005) Managed all HR activities supporting over 1,000 employees and supervised four full-time HR Associates. Successfully maintained 95% or better fill rates for exempt and non-exempt level positions. Developed HR solutions by collecting and analyzing information; recommended courses of action, including new policies and procedures. Worked closely with management and team members to improve work relationships, build morale and increase productivity and retention.Compensation Analyst, Borders Group, Inc. (2003 2004) Participated in strategic business planning to establish annual goals, KPIs, staffing, succession planning and performance management initiatives. Streamlined companys base pay management practices, pay structure, administrative guidelines, and incentive programs. Collaborated with HR Business Partners to establish updated performance management programs.Compensation Analyst, Home Shopping Network, Inc. (1999 2003) Ensured competitive pay structures, practices and equity through market pricing, third party surveys, internal benchmarking and EEOC analyses. Partnered with management to assess and plan HR strategy related to succession planning based on core competencies. Managed immigration and visa filings for all foreign employees. Reduced outside counsel expenditure 30% by educating management on employee relations best practices and proactively engaging the workforce. |
