KSA Human Resources Director Resume Sample

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THE KSA HUMAN RESOURCES DIRECTOR RESUME SAMPLE PROVIDES STYLISTIC IDEAS THAT YOU MAY USE IN YOUR RESUME

US Department of Energy
Office of Human Resources Management, Office of Management, Budget & Evaluation
Position: Director, Office of Human Resources Management, ES-XXX-XX/XX
Announcement Number: ETR-XX-ES-XXX


FirstName LastName
SS#. XXX-XX-XXX
Street Address
City, ST ZipCode
Phone #

KNOWLEDGE, SKILLS, ABILITIES

1.Demonstrated ability to design and implement corporate workforce planning, restructuring, and management practices, techniques, and evaluation methodologies.

My ability to design and implement corporate workforce planning, restructuring, and management practices, techniques, and evaluation methodologies has been most notably demonstrated in my most previous two positions over the last 10 years.

As Director, Business Ethics and Compliance for Litton Industries, I was recruited for two primary purposes, which I carry out to the present day: (1.) I designed and oversee an expansive Ethics and Compliance Program for 12,000 employees spanning Australia, Mexico, Canada, and the United States. I have full responsibility for executing management training programs and on-site assessments to ensure full program compliance. (2.) I implemented change management strategies, including organizational restructuring and offsite management evaluations, to strengthen management and leadership within new and existing sites. In performing these primary workforce management functions, I Develop and perform targeted management training programs; assess and improve the organizational effectiveness of management at newly acquired and existing sites; evaluate complaints from sites and interview senior management and employees (conduct focus groups, attitude surveys) to determine areas for improvement; recommend intervention strategies such as offsite assessment for senior managers, converting to a different organizational structure, and tailored management training; and maintain positive relationships with senior management and staff in every facility to successfully prevent ethics and compliance issues.

As Manager of Human Resources and Manager of Compensation, Benefits, and Training for Science Applications International, I oversaw staff development programs for compensation and benefits issues, directed all HR functions, and implemented employee development, executive evaluation, and strategic planning objectives in a multi-level and highly diversified organization. I created a Management College for first-line supervisors and managers, performing targeted surveys and statistical analysis of results in designing courses for the college. I Developed curriculum of core competencies in areas such as labor relations, leadership/motivation skills, accounting, and legal compliance.

2. Knowledge of and experience in managing a human resources or other major administrative management program at an agency, department, bureau, corporate equivalent level, including both operating programs/systems, as well as a broad range of policy/program development functions.

My knowledge of and experience in managing human resources programs over the course of my 25-year career has been at the corporate management level steadily increasing to the very highest senior corporate management level.

In my current position as Director, Business Ethics and Compliance for Litton Industries, I regularly apply a detailed knowledge of employment laws in overseeing the Ethics and Compliance program, such as EEO, OSHA, COBRA, FMLA, ERISA, ADA, and FLSA.

As Manager of Human Resources and Manager of Compensation, Benefits, and Training for Science Applications International, I applied the detailed knowledge I acquired in my studies of the state of the American workforce for my Ph.D. dissertation, and developed a successful employee-testing program. The program improved the overall proficiency of the BWX workforce and was marketed to employees as a way to control their own employment destiny. Subsequently, it has lowered costs and provided high paying jobs to people who were previously being left behind under the old system.

3. Ability to effectively negotiate with key officials within and outside the agency and successfully defend official positions on a broad range of human resources related issues.

My ability to effectively negotiate with key officials within and outside the organization, and successfully defend official positions on a broad range of human resources related issues is demonstrated throughout my career. It has always been a regular part of my human resources management responsibilities.

In my position as Manager of Human Resources for Science Applications International, I successfully implemented a managed care network for the company’s Lynchburg-based employees through negotiations with United HealthCare officials, McDermott Board of Directors, Trigon Officials, Piedmont Community Health officials, Centra Health Board of Directors, Aetna, and Lynchburg Area Physicians Association. Additionally, I arranged an alternative healthcare network for retirees after McDermott’s decision to stop the corporate subsidy of retiree premiums and to remove retirees from the active group plan. In arranging this, I negotiated with McDermott’s Corporate Benefits Group, major managed care providers, retirees, and the media. Since this was such a heated issue, it received major media attention, and I was the primary media contact for articles covering the issues surrounding McDermott’s decision.

While Manager of Human Resources and Manager of Compensation, Benefits, and Training for Science Applications International, I negotiated grants through the Virginia Department of Labor to help finance a Technology Center at Central Virginia Community College, and improvements to the Danville Community College Technology Center. I did this by effectively convincing all the above stakeholders, including internal corporate elements, that a critical shortage of skilled trades graduates would have an immediate negative effect on the State’s economic development and, therefore required immediate action.

4. Experience in leading analysis and redesign of large-scale systems and processes (organizational systems, business processes and/or automated information systems) that have resulted in demonstrated cost efficiencies and program improvement.

My experience in leading analysis and redesign of large-scale systems and processes, such as organizational systems, business processes, and automated information systems, that have resulted in demonstrated cost efficiencies and program improvements has been demonstrated in each position I have held.

In my current position as Director, Business Ethics and Compliance for Litton Industries, I reduced employee complaints to federal agencies, such as the EEOC and OSHA by 75%, by redesigning the internal corporate process through which employees could lodge complaints and observed unethical practices. The major component to this redesigned process was the outsourcing to a third-party provider of the “helpline” feature, which greatly enhanced employee confidence that complaints could be made without reprisal.

As Manager of Production and Project Planning for United Technologies, I selected, customized, and implemented a MRP-II (Material Requirements Planning) system integrating material requirements, financials, schedules, work center priorities, efficiency, and utilization. In doing this, I recovered the costs of the system and conversion (roughly $1 million) within three years through improved product delivery, work center load leveling, and imposition of “just-in-time” inventory management. Additionally in this position, I eliminated a record of behind-schedule operational processes caused by staffing delays, by replacing the problem-causing system with the development of an improved, redesigned labor planning system that focused on achievement of manufacturing milestones.


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