HR Director Resume Sample

These are some examples of job descriptions we have handpicked from real HR Director resumes for your reference.

HR Director

  • Updated recruitment processes, encompassing sourcing, screening, interviewing, selection, and onboarding.
  • Served as Project Manager of the company’s first Human Resources Information System.
  • Selected benefit programs for medical, dental, short and long term disability, life insurance, 403 (b), and workers compensation.
  • Implemented new timekeeping system to streamline the entire payroll process.
  • Introduced a new company compensation program based on seniority, title, and performance.

HR Director

  • Advise senior management on HR strategy, issues and initiatives, employee relations and organizational structure.
  • Develop HR programs, policies, procedures and systems such as orientation, career paths, job bands/salary bands.
  • Assist with administration of payroll and benefits, stock incentive plan, absence tracking, employee changes, new hires and departures, transfers/relocations and terminations.

HR Director

  • Educate, coach, train and monitor leaders on various topics, including performance, management processes, disciplinary process and productivity.
  • Manage the development and implantation of personnel policies and procedures: prepare and maintain employee handbook.
  • Foster positive working relationships with staff, management and vendors.
  • Advise and ensure compliance on current labor law updates with all Federal, State, and City labor laws and regulations.

HR Director

  • While company was going through a bankruptcy, I helped with the wind down process.
  • Provided strategic direction and guidance in performance management and progressive disci- pline.
  • Maintained payroll for 110 employees through TimeStar and Paylocity.
  • Determines and recommends employee relations practices necessary by establishing a positive employer-employee relationship that helps promote employee morale and motivation.

HR Director

  • Provide advice and counsel to teacher and management in exploring alternatives for resolution of work-related problems affecting the employer-employee relationship.
  • Responsible for providing employee relations consultation and direction for management/front-line staff.
  • Provide management and teachers with information and interpretation of human resources policies, rules and procedures.
  • Review personnel actions to ensure fair and equitable application of compensation, human resources and employee relations policies and practices, as well as compliance with all applicable labor laws.

HR Director

  • Facilitated the first benefits open enrollment utilizing an employee self-service portal, which eliminated the need for hard-copy enrollment forms and manual keying of elections.
  • Established automated feeds and reporting which directed data flow to carriers.
  • Implemented the use of a telephone triage service to determine the appropriate treatment required for employees reporting work related injuries, which reduced the number of clinic visits by 50% and recordable injuries by 12%.
  • Partnered with owners and senior leaders to identify and remove ineffective member of the leadership team, including District and Store Managers.

HR Director

  • Lead, implemented and delivered HR programs, policies, and services that enhanced, supported and sustained a high performance, innovative and entrepreneurial culture.
  • Both a strategist and implementer, creating and driving HR programs and practices that support growth and a culture of excellence.
  • Champion for our Wellness Program which included on-site fitness classes, financial and health-related seminars, off-site events (i.e., cooking classes, Corporate Games, rock-climbing, etc.).
  • Demonstrated strong HR transaction skills, including but not limited to merger and acquisition activities, due diligence, first 100 days integration, vendor selection and alignment analysis.

HR Director

  • Directed recruiting efforts that added medical doctors, engineers, and architects to key roles increasing annual revenue by 73%.
  • Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.
  • Personal efforts were cited as the driving force behind branch’s employee-retention rate of 100% within an industry that requires highly specialized talent.
  • Negotiated approximately 20 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and non-exempt level.
  • Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

HR Director

  • Responsible for developing organizational strategies by identifying and researching HR issues.
  • Providing relevant information, analysis and recommendation to organizational strategic thinking and direction.
  • Promote and implement HR values by planning and managing HR programs.

HR Director

  • Developed and implemented a new pre-employment drug screening for approximately 250 new hires annually.
  • Developed an e-learning system for online training to increase job productivity and performance of employees.
  • Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.
  • Negotiate numerous offers of employment for both exempt and non-exempt level employees.

HR Director

  • Directed all HR functions, collaborated with agency directors, partnered with higher education to bring about professional development opportunities to employees and managers and initiated technical solutions to enhance administrative employee skill sets.
  • Met with Integration Committee to enhance participant service delivery, participated in community events to raise awareness of services for participants, initiated/supported employment collaboration programs and partnerships with local employers.
  • Participated in fundraising events promoting agency mission and programs.

HR Director

  • Proactive management of volatile employee issues related to poor performance, minimizing legal exposure and maximizing departmental productivity.
  • Successfully terminated problem employees without litigation or excessive burden on the management team.
  • Redirected entire company on legal and ethically appropriate course of action for immigration issues related to mis-matched SSNs resulting in avoidance of costly compliance violations, negative publicity, and litigation.

Leave a Comment

Your email address will not be published. Required fields are marked *

Read previous post:
Hotel General Manager Resume Sample

A hotel general manager oversees all the tasks necessary to keep the establishment running, and that may include a facility...

Close