HR manager
Resume examples

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.

• Reduced employee conflict reported incidents by 50% by introducing new avenues for conflict resolution.
• Managed employee HR data, including performance tracking, in order to provide analysis for corporate initiatives.
• Managed training of HR team, including compliance and data entry best practices.
• Oversaw recruitment process, post positions, and track candidates.
• Administered benefit plans including enrollments and changes including terminations.

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.

• Reduced hiring time by 15% by improving communication between hiring managers and interviewees.
• Assisted in the revision of the employee handbook, including coordinating distribution and receipt, to hundreds of employees.
• Assisted in all recruiting functions, benefits programs, open enrollments, and billing.
• Assisted with research on HR-related issues.
• Managed employee questions regarding benefits and updated employee files.

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.

• Reduced employee turnover rate by 25% by implementing company-wide HR strategies.
• Successfully managed a global HR team, providing low turnover rate and increasing efficiency company-wide.
• Solved complex problems by leveraging knowledge of HR technology and best practices.
• Provided guidance and expertise when conceptualizing and implementing company HR initiatives.
• Audited HR team for compliance across all aspects of HR including data entry, new hire orientation and recruitment practices.

Designed and implemented recruitment and advertising strategies while working with hiring managers and managing the HR recruiting team.

• Met targeted diversity recruitment strategies consistently.
• Reduced hiring fees from outside recruiting firms by 20% by refining candidate sourcing methods.
• Led and participated in targeted hiring events and networking events.
• Provided general market intelligence and research on competitors and communicated findings to the executive team.
• Managed and created strategic projects concerning the company’s HR-related goals.
• Strong written and verbal communication skills to manage any escalated issues through the HR department.

Served as a link between management and employees by handling questions, interpreting and administering contracts, and resolving work-related issues or conflicts.

• Increased resolution speed of coworker misconduct investigations by 25%.
• Advised executives on day-to-day operations and employee concerns that may lead to conflicts.
• Worked with payroll and benefits administrators to maintain the filing system for all co-worker records.
• Fostered a team-oriented environment by designing employee programs and events.
• Designed and implement performance improvement plans.
• Provided support and training to managers regarding individual employee improvement plans.
• Managed initiatives relating to HR as directed by management.

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. 

• Instrumental in the development and implementation of revolutionary new staff hiring and vetting strategies that reduced cost-per-hire by 30%
• Facilitated informed decision-making by the senior HR leadership by maintaining an up-to-date database on all events, including recruitments, terminations, leaves, transfers, and promotions.

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. 

• Revitalized the recruitment efforts of all the company’s branches by developing interview guides and suggesting strategic sourcing channels, attracting highly qualified candidates for all vacancies.
• Raised staff morale through employee welfare programs that addressed grievances and violations, achieving a 40% increase in the overall output.

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.

• Recommended strategic talent sourcing techniques that were instrumental in identifying the best candidates for each advertised position.
• Analyzed the company’s recruitment metrics and devised new strategies that slashed time-to-hire and cost-per-hire by 30% and 35%, respectively.

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.

• Developed the human resource strategic plan and succession plan of the organization to best use available talent and resources which increased retention by 10% annually.
• Oversaw staff issues such as disputes between co-workers and other sensitive issues and developed strategies to ensure that such issues are addressed on a need basis bringing down TAT to 2 days.
• Served as the spokesperson of employee concern to the top management ensuring that the concerns of the employees are addressed, contributing to the decline in turnover rate.
• Played a pivotal role in the change management process of the organization to ensure employees were constantly updated on recent developments through the development of “Employees Portal”.