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Yyyyyy x. yyyyyy

Xxxxxx, XXXXXX xxxxxx (xxx-xxx-xxxx abc@xyz.com

 

Qualifixxxxxxtions for Executive-Level Human Resources Leadership

Transformational, Employee-Centric Leader Who Offers Solutions-Driven Change Management for Insightful HR-Based Results

 

Human Resources Operations Change Management Team Building Training / Development

Full Recruitment Cycles New Hire / Employee Relations Strategic Analysis / Planning

Cost-Reducing Initiatives Process Optimization Budget Control Compliance

Root Xxxxxxuse Analysis HR Department Turnarounds Risk Management

 

Results-Generating Human Resources Executive who promotes optimal employee relations by driving quality-focused standards and empowering a synergistic workforce to maximize an employer s success. Ambitious Self-Starter who maintains up-to-date knowledge of wide-ranging industry trends to collectively address workforce design and affect company change, and who aligns awareness of cultural, economic, and social matters to deliver strategies to enhance performance. Excellent Communixxxxxxtor who builds strong industry relationships with executive decision-makers, stakeholders, and multidisciplinary business teams while leading professional peers by example and with ethics and integrity.

 

Xxxxxxreer Highlights Include:

  Activating and sustaining high-performance companywide cultures.

  Driving employee engagement and creating results-centric collaborations.

  Serving as a champion for employees to connect them to stellar business outcomes.

  Spearheading dynamic change management initiatives for large-sxxxxxxle project roll-outs.

  Fostering employee accountability while leveraging core values and promoting a fun workplace.

 

Professional Synopsis

 

Midnight Oil (2014 Present)

 

Vice President of Human Resources

325+ Employees 5 Direct Reports 1 Loxxxxxxtion

 

Xxxxxxpitalize on the opportunity to direct forward-thinking HR initiatives within this dynamic marketing agency, including serving as a strategic partner to promote a culture of excellence by building valuable connections to drive business results. Influence owners to invest in an innovative learning culture, including building out and implementing an evolve and learn development plan; xxxxxxreer mobility plan; targeted leadership development; and branded on-boarding experiences, engagement, and pulse surveys. Lead revitalization efforts for annual Performance Management Process to align with new philosophy of real-time feedback, goal setting, and recognition (i.e. FUEL). Leverage automation to improve visibility and accountability.

 

Key Accomplishments

  Efficiently managed a 2-staged reduction of workforce.

  Led or participated in business and enterprise team charters.

  Restructured a benefit contribution model with a successful rollout.

  Seamlessly handled esxxxxxxlated Equal Employment (EE) relations issues.

  Supported core growth by adding a Talent & Organizational Development role.

  Orchestrated high-level strategic rollout plans and drafted companywide communixxxxxxtions.

  Led HRIS conversion from ADP to UltiPro and changed multiple vendor relationships after acquisition.

  Developed enterprise-level Master Change Management and communixxxxxxtion plan for enterprise ERP efforts.

  Improved employee and manager visibility by refining the quality and frequency of touchpoints, including townhalls, employee communixxxxxxtions on company changes, staff survey results, automation, visual training guides, and development of mini xxxxxxmpaigns to optimize engagement and key utilization.

 

West Coast Dental Services (2013 2014)

 

Vice President of Human Resources

500+ Employees 9 Direct Reports 30 Xxxxxx & Washington Loxxxxxxtions

 

Strategixxxxxxlly steered HR operations for this large-sxxxxxxle general dentistry and specialty services provider, including participating in building the future executive team while developing trusting relationships as the bridge between management and owner doctors. Handled payroll and credentialing operations. Influenced owner doctors to smartly invest in their own organization.

 

Key Accomplishments

  Actively coordinated HIPAA compliance efforts.

  Re-alloxxxxxxted 2014 s dollars to create a synergistic learning culture.

  Developed 2014 s operational plan, as well as training / development strategy.

  Leveraged ATS and automating process and metrics to boost recruitment efficiency.

  Recruited to change the HR Department s model and build a future executive leadership team.

  Improved HR competencies by adding a new HR Manager and upgrading an additional position.

 

 

Yyyyyy x. yyyyyy Page Two (xxx-xxx-xxxx

 

Autism Spectrum Therapies (AST) (2012 2013)

 

Vice President of Human Resources

600+ Employees 7 Direct Reports Remote Staff Multi-State Offices

 

Spearheaded the turnaround of this ABA clinixxxxxxl services credibility and customer service of the HR Department, including proactively participating in executive-level strategic planning sessions, as well as completing core discipline assessments with a focus on building fundamentals and growth-centric HR team. Established recruiting and selection strategy and process, including facilitating turnover-reducing job ad positioning / posting, selection questions, behavioral interview techniques, and metrics. Developed best practices and high-volume budgets while documenting SOPs; rewriting company policy; and assuring state, federal, and companywide compliance. Developed and rolled out meal and break training activities.

 

Key Accomplishments

  Audited a comprehensive benefits administration process and resolved errors.

  Created new Return-to-Work Program, and audited and cleaned up LOA issues.

  Automated new hire and onboarding efforts by leveraging existing HRIS initiatives.

  Developed 2013 s new Safety Strategy, Safety Plan, and Safety Awareness Xxxxxxmpaign.

  Decreased company costs by setting up small group coverage for out-of-state employees.

  Built and sustained mutually beneficial relationships with executive teams to assess key metrics.

  Improved efficiency and decreased costs by transforming the HR Department s organizational design.

 

Total Woman Gym & Day Spa (2010 2012)

 

Human Resources Director

1,000+ Employees 2 Direct Reports 13 Southern Xxxxxx Loxxxxxxtions

 

Applied strong leadership talents toward directing results-generating infrastructure growth for this multi-loxxxxxxtion company, including handling all organizational development, budget, and operational plan development to align with business objectives. Developed and implemented HRIS (ADP Workforce Now). Initiated a new risk management safety program.

 

Key Accomplishments

  Drove Exmod down to 87% in 2013 from 142% in 2012 and 161% in 2011.

  Improved company s state and federal compliance to reduce overall liability.

  Partnered with operations teams to create a new Training & Development Program.

 

Palladeo, Inc. (1999 2009)

 

Vice President of Corporate Strategy & Human Resources

Additional Roles Held: Human Resources Director Human Resources Generalist

280+ Employees 5 Direct Reports Multi-State & Multi-Site Loxxxxxxtions

 

Played a vital role in building a strategic HR team and developing a risk management program to positively shift the workplace culture and employee behaviors. Developed on-boarding and leadership / training programs to support the company s brand. Recruited top-notch talent to support a results-focused infrastructure. Directed alignment of business planning from 5-year business plan to annual sales, marketing, operations, and support plans / budgets. Led internal process / people assessments to improve organizational planning, and conducted internal investigations as required. Outsourced non-strategic HR efforts to improve efficiency and promote risks that aligned with the company s mission.

 

Key Accomplishments

  Decreased workers compensation claims within only 1 year of hire.

  Launched a balanced scorexxxxxxrd and dashboard to fit a new business model.

  Created an executive incentive plan tying a new corporate philosophy and results.

  Achieved zero employment law-related litigation or claims filed across an 8-year period.

  Rebranded former company into Palladeo and rebuilt infrastructure to maximize growth.

  Created a high-impact safety program to decrease Exmod from 132% in 2005 to 85% in 2009.

  Generated workers compensation rebates in excess of $300,000 per year to boost the bottom line.

  Built a Best Place to Work environment as recognized by 2008 s employee survey with high satisfaction.

 

Eduxxxxxxtion, Professional Development & Affiliations

 

Bachelor s Degree in Biologixxxxxxl Science (Pre-Physixxxxxxl Therapy / Gerontology)

Mount Saint Mary s University (f/k/a Mount Saint Mary s College)

 

Yellow Belt Lean Leader Training (1-Week Kaizen Event) (2017)

Human Resources Management Certifixxxxxxte Society for Human Resource Management

Prosci Change Management Certifixxxxxxtion Program (2017) Executive Coaching Executive Growth (1 Year) (2017)

 

Association of Change Management Professionals (ACMP) Xxxxxx Chamber of Commerce

Professionals in Human Resources Association (PIHRA) Society for Human Resource Management (SHRM)

 

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