Human Resources Manager Resume

Desired Industry: Management	SpiderID: 3378
Desired Job Location: Chicago, Illinois	Date Posted: 8/13/2005
Type of Position: Full-Time Permanent	Availability Date: September 15 2005
Desired Wage: 80000
	U.S. Work Authorization: Yes
Job Level: Management (Manager, Director)	Willing to Travel:
Highest Degree Attained: Bachelors	Willing to Relocate: Yes

Experience:
From: Robert K. Connolly
Subject: Human Resources

I am writing because of my interest in becoming a Human Resources member. My attached resume will show my work experience at UPS (Population of 6000 CACH facility employees), my successful prior work experience outside UPS, and my graduation from DePaul University, with a Major in Human Resources. It will not describe the personal characteristics that demonstrate that I am a person of high integrity, committed to excellent work performance. I believe the people skills I have demonstrated, my H.R. education, and operations knowledge would be a perfect fit as a Human Resources member.

In addition to my experience at UPS, you will note my prior work experience in the travel industry. I participated in the first in-house corporate travel centers. This included the start-up functions associated with a new project with offices across the country. This would include the hiring, training and ongoing assessment process for all of our employees. As the implementation process continued, I was responsible for the day-to-day operations for multiple office sites, back office operations, as well as direct client contact. (Call center environment greater than 100 employees). This required traveling to the corporate offices across the country. The senior corporate executive decision makers were the customers I had contact with on a day-to-day basis - a group with the highest service expectations and standards.

I understand that leadership takes dedication, commitment, and creativity- all of which I have presented many times at UPS. As a team player, I also understand the importance of leadership by example. I have a strong ability to listen, hear and anticipate our internal and external customer�s needs. I also understand the importance of being an innovative problem solver, with the ability to impact the company through avenues that are not typically pursued by the Human Resource Department. I continue to believe that one person can make a difference. I believe that I possess the skills necessary to be both a leader and a team player. I recognize the importance of co-workers buy-in to any new process. I possess the ability to interface across disciplines and act as a consensus builder. I have had a direct impact on the organizations I have been affiliated with and would like to prove it,

The opportunity as the Human Resources member will create a true business partnership, which will affect the continued success of our customers and our business. I would like the opportunity to explore and apply my positive attitude and all of my skills in a way that would be mutually beneficial. I hope to hear from you at your earliest convenience. You can reach me at my home at (708) 788-9890.

Regards,

Robert K. Connolly
2738 Oak Park Avenue
Berwyn, Illinois 60402
(708) 788-9890
email connollyr@sbcglobal.net

Education:
ROBERT K. CONNOLLY
2738 Oak Park Avenue
Berwyn, Illinois 60402
(708) 788-9890

PROFESSIONAL EXPERIENCE

UNITED PARCEL SERVICE
Supervisor, Human Resources/Safety-Sunrise Sort/Night Sort
July 2003 � February 2005 (CACH 6000 Employees)
� Daily, weekly, monthly, quarterly Division Meetings
� Involved in all phases of promotion process for all management
� Direct involvement on daily basis to achieve division goals thru needs assessment, succession planning to job offers
� Maintain or create job descriptions, required skill sets for promotion, and current status feedback, basic understanding selection
� Perform classroom training for new hires with annual training certifications
� Perform all management annual certifications
� Ongoing training and development based on needs assessment; provide avenue of improvement alternatives; provide proactive process
� Presentations on conflict resolution, sphere of influence, people skills training
� Policy guidelines enforcement; provide management training opportunity including all EEOC, OSHA, ADA, FLSA, wages and benefit communication, including professional conduct and harassment policy
� Administer, maintain and address all policy concerns including investigation, documentation following appropriate government and company policies
� Employee injury investigation, tracking and reporting
� Develop relationship with local injury service provider, offer plant tour for better job knowledge, periodic review of expectations
� Maintain or create safety process, maintain a high level of management and employee involvement to identify opportunities of equipment improvement and behavior, training opportunity for hourly and management personal
� Create a means to track and improve the safety process
� Worked with co-chaired committees for the employees and management review of safety on a monthly basis, monitor and identify trends, provide training, create buy-in
� Provide positive recognition for improvement, consider company shirts, hats etc. as a possible tool---provides teamwork between management and hourly employees
� Process corporate wide survey used to improve work environment, communications, motivation, productivity and turnover and absenteeism rates for both hourly and management team members
� On a quarterly basis review the most help needed areas of survey improvement focusing on areas� need, develop a group of hourly and management employees focus group meetings to improve communication, identify operational and moral opportunities of improvement, document successes, the thrust of this survey would provide ongoing communication identify the companies concern for all employees, creating the opportunity for union suppression
� Facilitate community events such as United Way, golf outing etc.

Supervisor/ Human Resources
January 1998 � February 2003
� Document and resolution of company policy issues
� Facilitate corporate tours
� Chair focus group meetings for supervisor staff
� Process and follow through for safety incidents and reporting
� Training for incoming staff and compilation of related statistics
� Resolution of payroll issues including Earn and Learn loans

Loader/Outbound
July 1997 � January 1998
� Placed in the busiest load in the outbound sort and was one of the top three loaders with the largest scan counts.

CARLSON TRAVEL NETWORK
Distribution, Production & Support Supervisor/Arthur Andersen-Andersen Consulting (Andersen Travel Center)
1993-July 1997
� Implementation and relocation of new and existing ticketing locations
� Hire, Motivate and monitor offsite regional offices
� Manage the Nation wide ticket distribution network
� Provide statistical analysis of production; on time assessment of deliveries
� Create operating procedures and systems development
� Extensive use of decision trees, and process mapping

Regional Supervisor/Andersen Travel Center
1992-1993
� Responsible for a staff of 20+ reservations agents
� Maximize production of man hours for 12 hour work day
� Manage multiple work locations through out the United States
� Statistical analysis of phone service demands
� Address staffing hours to match customer needs
� Travel Nationwide for face-to-face client contact, meeting Senior Managing Partners and staff for service related issues and positive resolution

Account Supervisor/ AT&T
1984-1992
� Consolidation of AT&T corporate travel account
� Provide back office communication support with local telephone service and United Airlines Corporate Reservation Systems on a Regional level
� Manage and maintain productivity report and statistical analysis of it.
� Support the office manager in facilitating staff and vendor relations

BUSINESS AND VACATION TRAVEL
Corporate Manager
1983-1984
� Train and Supervise on-site personnel
� Maintain document supplies, originate domestic and international reservations and all supporting documentation
� Consult for start-up operations of new off-site corporate travel centers

Branch Manager/Beatrice Food Corporation/Start-up of new travel department
1982-1983
� Start-up of a new Travel Department within a Corporation (one of the first in the Nation)
� Start-up of another location within Beatrice Foods Corporation (another first in the Nation) E.R. MOORE Corporation
� Service Beatrice Foods Corporation in the first Corporation to work directly with Main Land China, including all of the logistical support for the most Senior Executive and their entourage, including personal contact with the government officials visiting the Chicago land area as well as arranging travel for the signing within the �Great Hall� in China, which created the first USA corporate relationship with China

Manager of Commercial Department
1979-1982
� Train and supervise all corporate travel reservation staff
� Assist in developing sales and advertising promotions
� Sell air, hotel, and car services to general public
� Direct involvement in the business community, including participation with the Chamber of Commerce in Countryside Illinois

EDUCATION DePaul University, B.S. Human Resources, May 1992

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