13HR manager resume examples found
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Trained HR team to support corporate staff regarding salary, benefit plans, enrollments, and conflicts. Managed hiring and recruitment efforts and new employee orientation. Engaged with employees to promote retainment and increase performance.
Partnered with the CEO and other executives to support a fast-growing company, managing an HR department that needs to bring in 50-150 new employees per year. Designed training and performance improvement for the HR team to keep the team on track for annual quotas.
Assisted with HR initiatives including onboarding and recruitment, as well as maintaining employee files in company HR ATS systems. Experienced in working with I-9 forms for the Immigration Reform and Control Act.
Designed and implemented recruitment and advertising strategies while working with hiring managers and managing the HR recruiting team.
Served as a link between management and employees by handling questions, interpreting and administering contracts, and resolving work-related issues or conflicts.
Pivotal in the development and execution of HR policies and procedures. Worked closely with the recruitment team in sourcing, recruiting, and inducting new staff, coordinated staff welfare programs and performance reviews, and directed benefits administration.
Aided the HR manager with new staff hiring and a wide range of administrative tasks, including but not limited to scheduling and conducting interviews, screening resumes, performing applicant background checks, preparing job descriptions, and developing and steering training programs for new and existing employees.
Pivotal in the evaluation and enhancement of the company’s recruitment procedures. Led the recruiting team, providing training, mentorship, and support to optimize their performance. Prepared detailed job descriptions and employed strategic advertisement methods. Worked closely with the hiring managers in improving the interviewing methods.
Developed strategies to ensure the turnover rate of the organization comes down to 5% through maintaining records of the exit interview and incorporating them into strategic changes.
Brought on board to direct the company’s HR function as it underwent rapid expansion. Revamped the entire department by instituting new HR practices and standards, establishing new policies and procedures for staff, strengthening regulatory compliance, and introducing a staff performance management program.
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