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Human Resources Director Resume
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| Desired Industry: Human Resources |
SpiderID: 5308 |
| Desired Job Location: Phoenix, Arizona |
Date Posted: 2/7/2006 |
| Type of Position: Full-Time Permanent |
Availability Date: 02/01/2006 |
| Desired Wage: 110000 |
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U.S. Work Authorization: Yes |
| Job Level: Executive (President, VP, CEO) |
Willing to Travel: Yes, 25-50% |
| Highest Degree Attained: Bachelors |
Willing to Relocate: Yes |
Objective:
* HR Turnaround Management Strategy
* Professional Development
* Recruitment & Retention
Visionary and performance-focused professional; characterized as a
versatile leader skilled in driving initiatives to build
organizational infrastructure in dynamic start-up or turnaround human
resource departments and collaborating with the business to deliver
measurable results. Recognized for exceeding recruitment objectives
by leading high-growth organizations to attract and retain top
talent. Able to relocate.
Experience:
STERIS CORPORATION, Mentor, OH 1999-2005
Led strategic initiatives to effect profitable improvements in
retention, staffing and management at billion-dollar corporation with
more than 5,200 worldwide employees.
DIRECTOR, HUMAN RESOURCES
Served in prominent leadership role to develop and implement
employee relations and career development programs supporting 600
employees. Oversaw human resource requirements for corporate shared
services groups including finance, information technology, global
sourcing and procurement, legal, regulatory/quality, environmental
health and safety, and research and development. Managed human
resources department, supervising four direct manager reports in
addition to recruiting/human resource coordinator functions.
Facilitated the online recruiting, creation and implementation of
the career webpage on corporate intranet and internet sites, as well
as online job posting and referral tools. Developed pilot coaching
program to mentor high-potential employees and entry-level training
program for recent graduates. Collaborated with business partners to
create performance management tools, and worked on team charged with
the development and delivery of worldwide performance management
process. Trained supervisors and managers in candidate selection and
interviewing techniques.
* Secured $750K savings, reduced time to fill open positions by 55
% and grew human resource staff to five positions by developing in-
house recruitment and altering corporate practices to attract high-
caliber talent. Initiated headcount forecast and reduced expenses.
* Achieved $500K annual recruiting cost savings, eliminating 85 %
of external search firms and implementing consistent standards for
use of employment companies.
* Reduced corporate relocation expenses by $1.5M within first year
after sourcing, developing and implementing use of a third-party
vendor. Minimized relocation and transfer process inefficiencies.
* Attained 95% placement rate within 90 days of posting 64
positions throughout North America, developing web page and companion
brochure to enhance recruiting efforts.
* Orchestrated company acceptance of competency-based performance
appraisals affecting research and development department. Organized
off-site leadership-building program and 360 assessments.
* Lowered call center turnover to 20% from 60% within 90 days
through establishment of timeline including employee satisfaction
survey, professional development program and regular meetings.
* Responded to sweeping reorganization with creation of more than
100 new job descriptions, salary grades, and career ladders.
Developed presentations to educate employees on changes.
* Met 90-day deadline for implementing first corporate new hire
orientation program and created metrics to establish correlation
between introduction to corporate culture and decreased turnover.
* Enabled employee turnover measurements through creation of
departure follow-up interview form as crucial participant in Employee
Retention and Satisfaction committee.
* Furnished key contributions to core team handling communication
plan, program components and rollout for revisions to U.S. Exempt
Compensation Program. Participated in team tasked with developing
International Assignment policies and procedures.
GOULD ELECTRONICS, Cleveland, OH 1989-1999
Administered employee and community relations at $350M manufacturing
corporation with 250 employees.
MANAGER, HUMAN RESOURCES
Directed application of Affirmative Action and legal compliance of
human resource policies and procedures. Managed interviewing,
selection of applicants and exit interviews. Served as primary point
of contact with employment agencies, recruiters and vendors.
Administered salary guidelines and conducted salary surveys.
Coordinated corporate United Way campaign. Created and conducted
structured employee orientation program. Created and modified more
than 150 job descriptions.
* Accomplished 85% hiring rate within 120 days by selecting and
managing outside contractors to meet recruiting deadlines. Remedied
lack of divisional human resource knowledge resulting from
headquarters relocation.
* Developed and implemented customized sexual harassment program
with 100% employee participation within 120-day timeframe in response
to negative publicity from lawsuit.
* Selected by executive management to participate in critical ISO
9000 initiative support team.
Additional Experience as Corporate Pension Manager, Picker
International, Cleveland, OH
Education:
Bachelor of Arts in Business Administration
Ashwood University
Boston, MA
Affiliations:
Member, Society of Human Resources Management
Member, Employers Relocation Council
Member, Employment Managers Association
Member, Society of Human Resource Planning
Skills:
* Business Development
* Talent Sourcing Strategy
* Career Development Programs
* Employee Recognition Initiatives
* Human Resource Strategy Management
* Coaching & Mentoring
* Outsourcing and Recruiting
* Metrics and Performance Measurement
* Compensation & Benefits
* Third-Party Relocation/Vendor Contracts
Candidate Contact Information:
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