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Top 50 Senior Human Resources Manager Skills

Below we've compiled a list of the most important skills for a Senior Human Resources Manager. We ranked the top skills based on the percentage of Senior Human Resources Manager resumes they appeared on. For example, 9.2% of Senior Human Resources Manager resumes contained Ensure Compliance as a skill. Let's find out what skills a Senior Human Resources Manager actually needs in order to be successful in the workplace.

These are the most important skills for a Senior Human Resources Manager:

1. Ensure Compliance

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high Demand
Here's how Ensure Compliance is used in Senior Human Resources Manager jobs:
  • Developed and implemented procedures to enhance and streamline processes and ensure compliance with regulatory State and Federal requirements.
  • Developed tracking system and management review process to ensure compliance with attendance policy and corrective action process.
  • Managed workforce transition during multiple reorganizations of different business groups, collaborating with Legal to ensure compliance.
  • Conducted reviews of Academic Evaluation Reports and student records to ensure compliance with regulatory guidelines.
  • Managed immigration and employment visas to ensure compliance with internal and external requirements.
  • Developed and led aggressive change management strategies to ensure compliance with corporate directives
  • Administer compensation programs and assist in job analysis, job evaluation, and performance management to ensure compliance with division guidelines.
  • Coordinate activities and ensure compliance with all HR policies and procedures as well as local, state, and federal requirements.
  • Consulted with Regional Managers and Site Supervisors to ensure compliance with all federal, state and Service Contract Act compliance.
  • Acted as a Fiduciary for 401(k) plan, ensure compliance, and strong investment offerings.
  • Conducted HR audits to ensure compliance and also to identify risk areas within the company and reduce exposure.
  • Conducted internal audit of all personnel records and functions to ensure compliance and reduce paper storage.
  • Lead the AAP initiatives for US sites working with the various HR partners to ensure compliance.
  • Advise management on personnel issues and make recommendations to ensure compliance with state and federal regulations.
  • Update the employee handbook and HR policies to ensure compliance with labor laws in multiple states.
  • Established processes and procedures to ensure compliance with state and federal law.
  • Worked with managers to ensure compliance with selection process.
  • Initiated people planning, conducted interview and management trainings to ensure compliance with government regulations.
  • Charged with creating and administering an onboarding program to ensure compliance along with a smooth integration into the team.
  • Enhanced Leave of Absence and Worker's Comp administration practices to ensure compliance and increase effectiveness of leave management.

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1 Ensure Compliance Jobs

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2. Personnel Files

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high Demand
Here's how Personnel Files is used in Senior Human Resources Manager jobs:
  • Determined placement for more than 8,000 newly arriving personnel and reviewed all personnel files to verify accurate and up-to-date information.
  • Oversee maintenance of confidential personnel files and record-keeping.
  • Streamlined and organized new hire process and led overhaul of personnel files that improved organization and restored full legal compliance.
  • Verified employees documents for personnel files, tracked missing personnel forms, distributed company handbooks and drug screens documents.
  • Created an electronic filing system to store personnel files and a search engine to easily locate and retrieve them.
  • Assisted with the processing of employment data as well as the creation, maintenance and administration of personnel files.
  • Planned and conducted over 600 military boards and maintained 100% accountability of over 900 personnel files.
  • Created and maintained new hire and personnel files and enter them into Human Resources Information Systems.
  • Audited and maintained HR files, electronic data, and employee personnel files.
  • Organized and reviewed all personnel files to ensure accuracy of data reports.
  • Conducted annual I-9 and W-4 audits and maintained employee personnel files.
  • Audit and maintain all HR personnel files for compliance.
  • Maintain employee personnel files in the HRIS system - ABRA.

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3. Performance Management

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high Demand
Here's how Performance Management is used in Senior Human Resources Manager jobs:
  • Consulted with all levels of management regarding performance management issues increasing the quality of feedback given during the Personal Commitment Process.
  • Reduced unemployment insurance premium by successfully defending bank in unemployment hearings through more accurate and consistent performance management documentation.
  • Administer coaching and development, performance management, team development and facilitation, strategic deployment, and learning/development.
  • Advised global executive leadership on all matters of organizational design, performance management, and employee relations.
  • Monitored the administration of all Performance Improvement Plans to ensure compliance with internal performance management standards.
  • Spearhead Performance Management process designed to identify competency gaps through distributive ranking and performance evaluations.
  • Administered orientation, indoctrination, performance management and provided solutions to problems and disputes.
  • Designed performance management and compensation programs for 30 front-line positions and six management positions.
  • Direct involvement with leaders throughout the organization on performance management and employee relations.
  • Developed and led performance management, compensation and engagement action planning tools.
  • Initiated robust performance management process to develop a high performance culture.
  • Implemented and communicated an enterprise-wide Performance Management process.
  • Researched and implemented online performance management system.
  • Direct recruitment, training, compensation, labor relations, performance management, and other core HR and employee relations functions.
  • Provided tools and resources to apply customer-focused performance management process resulting in progressive revenue growth up to 23%.
  • Enhanced employee morale via fair practices, improved communication, performance management, and positive employee recognition and events.
  • Coached and advised senior and field management on employee relations, performance management and termination issues.
  • Designed and conducted training for topics such as performance management metrics and sexual harassment.
  • Supervised staff with full responsibility for establishing goals, performance management, and training.
  • Roll out of new Performance Management system and pay for performance measurements.

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34 Performance Management Jobs

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4. Workforce

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high Demand
Here's how Workforce is used in Senior Human Resources Manager jobs:
  • Managed job assignments and new-hire transitions through implementation of strategic workforce processes and effective on-boarding program.
  • Supervised nine employees that supported approximately 1000-member workforce in the implementation of human resource administrative tasks.
  • Coordinate capability development, workforce planning, succession planning and leadership development.
  • Coordinated with delivery team for effort estimation and workforce planning.
  • Collaborated with operations and workforce management in planning classes requested.
  • Maintained workforce by establishing recruiting pipeline for all positions.
  • Recommended and implemented corrective workforce scheduling and compensation remedies.
  • Manage all HR compliance and government security clearance activities for both employees and subcontractor workforce, including management of compliance staff.
  • Designed annual salary plan budgets while resuscitating a struggling organization in order to reduce overstaffed workforce by 25%.
  • Directed recruitment, staffing, training, rewarding, and retention for a diverse workforce.
  • Petitioned for retraining program for non-relocating employees, program was set-up with local workforce agency.
  • Offer input on business unit restructures, workforce planning and succession planning.
  • Deployed policies and procedures aimed at supporting a fast-paced and diverse workforce.
  • Created tools to improve workforce management reporting and leave of absence processes.
  • Served on Workforce Development Boards for Maryland and District of Columbia.
  • Created a formal workforce planning process.
  • Key contributions included workforce planning, organizational design and leading change management processes and communications.
  • Received Joint Programs RISE award for educational programs instituted for Utica workforce.
  • Led the HR outsourcing strategy to transfer 40% of the IT workforce to EDS in nine months.
  • Selected accomplishments: Developed, stakeholdered and implemented overall Strategic Workforce Planning Framework where none existed previously.

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22 Workforce Jobs

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5. Company Policies

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high Demand
Here's how Company Policies is used in Senior Human Resources Manager jobs:
  • Conduct all new hire orientations to ensure understanding of benefits and company policies/procedures and proactive prevention of management legal liabilities.
  • Administered, supported and enforced company policies, procedures reducing violations and increasing consistency of compliance of company standards.
  • Developed and administered training programs including company policies for managers to ensure management development and organizational compliance.
  • Developed human resources and company policies and procedures now used as benchmarks company-wide.
  • Amended company policies and procedures resulting in improved compliance and consistency of application.
  • Trained management on employee disciplinary matters and enforced company policies.
  • Advise management about company policies and procedures.
  • Provide guidance to 17 HR Field Representatives to ensure practices and policies comply with applicable laws, regulations and company policies.
  • Work in compliance with company policies and procedures and federal and state regulations with regard to all human resources practices.
  • Collaborated with the Business Leadership Team and staff to orchestrate process improvements and establish company policies, and procedures.
  • Worked extensively with outside counsel to resolve litigation claim which resulted in changes in company policies and procedures.
  • Associate relations expertise to align with company policies, procedures, and values to increase overall associate engagement.
  • Trained and instructed seven Soldiers on job duties and company policies and/or arranged training to be provided.
  • Established U.S. and Canada company policies and programs and coordinated implementation of all such programs.
  • Supported VP of HR in reviewing company policies and made necessary amendments to handbook documents.
  • Respond to and educate employees regarding benefits programs and their interface with company policies.
  • Developed, update, interpret and distribute employee handbook, company policies and procedures.
  • Created and maintained company policies to support compliance.
  • Develop and write HR-related company policies.
  • Address employee complaints and grievances in accordance with company policies.

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2 Company Policies Jobs

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6. Strategic Business Partner

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high Demand
Here's how Strategic Business Partner is used in Senior Human Resources Manager jobs:
  • Acted as strategic business partner with all levels of management to provide necessary information for sound business decisions.
  • Dedicated strategic business partner championing programs driving the Peripheral, Vascular and Biopsy Sales functions.
  • Transformed Human Resources from low-functioning bureaucratic organization to a value-added strategic business partner.
  • Reported to three senior directors who served as strategic business partners to each of the company's core division leaders.
  • Established self as a strategic business partner, change agent, and key member of the senior management staff.
  • Served as a strategic business partner who contributed to the business decisions and strategies to drive the business.
  • Lead strategic business partner initiative and realignment of the HR staff addressing the business growth and changing direction.
  • Served as a strategic business partner to senior leaders to build competency models for new and current employees.
  • Assisted in transforming the human resources group from administrative to a strategic business partner within the company.
  • Served as strategic business partner and HR support to Vice President of Operations and Regional District Managers.
  • Acted as a strategic business partner to senior management in the Region North Americas Operations Organization.
  • Key role in HR department s evolution from traditional personnel department to strategic business partner.
  • Support and collaborate with senior leadership and middle management as a strategic business partner.
  • Manage up to 350 employees across North America as a strategic business partner.
  • Acted as a strategic business partner to management while embracing front-line employee advocacy Developed and implemented Employee Satisfaction & Retention programs.
  • Serve as a strategic business partner and trusted advisor to one Senior Vice President and three Vice Presidents.
  • Implemented a new applicant tracking system (Taleo) Implemented a Strategic Business Partner model to replace Employee Relations function.
  • Act as a strategic business partner and advisor to the V.P Manufacturing and Area Senior Management Team.

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4 Strategic Business Partner Jobs

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7. Succession Planning

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high Demand
Here's how Succession Planning is used in Senior Human Resources Manager jobs:
  • Consulted with business partners regarding succession planning and career activities which resulted in identified high potential internal candidates.
  • Facilitated segment execution of corporate HR initiatives including performance management, succession planning, and compensation programs.
  • Provided organizational design and development support to clients including talent assessment and succession planning programs.
  • Developed and implemented employee development and succession planning models.
  • Lead succession planning initiatives with management teams.
  • Participated in organizational succession planning.
  • Assist with the North America Zone succession planning meetings at both the local management and upper management levels.
  • Worked hand in hand on development of Regional Business Plans, results management and succession planning efforts.
  • Work with Managers, Directors and Engineering Vice Presidents on succession planning within IT and Engineering Departments.
  • Developed and implemented a succession planning and talent evaluation process for all of my client groups.
  • Advised business partners on change management, succession planning, workforce demand, hiring and terminations.
  • Partner with HR peers and business leaders to develop effective leadership and management succession planning.
  • Launched mentoring program to enhance skills, abilities and to provide appropriate succession planning.
  • Facilitated succession planning, re-structuring, and RIF's that decreased personnel cost.
  • Introduced succession planning and calibration process to the Supply Chain organization and plants.
  • Lead the Succession Planning and Individual Development Plan and Talent Assessment processes.
  • Managed all brewery benefit programs, Total Compensation, and Succession Planning.
  • Completed training needs assessments and succession planning with business teams.
  • Delivered segment level succession planning, performance planning & reviews.
  • Led annual succession planning and coordinated leadership training to assure continuous learning.

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39 Succession Planning Jobs

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8. Organizational Development

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high Demand
Here's how Organizational Development is used in Senior Human Resources Manager jobs:
  • Provided organizational development, talent management and talent acquisition support in forming and developing a world class finance organization.
  • Project member of several organizational development and design initiatives, helping company train staff when strategic direction changed.
  • Supervised a recruiting and organizational development manager, along with a team of HR generalists.
  • Design and manage organizational development projects for seven functional groups within Collaboration Technology Group.
  • Initiated Organizational Development efforts from structure and vision to org design and workforce analysis.
  • Provided organizational development and team building services both internally and to customers.
  • Partner with executive management team on organizational development and talent management initiatives.
  • Developed and managed administration of training programs and organizational development plans.
  • Provided coordination and assistance for education, training, and organizational development
  • Facilitated across-the-board organizational development programs and led large HRBPO client projects.
  • Developed company strategic plans for Safety and Management / Organizational Development.
  • Designed and facilitated training programs to promote professional and organizational development.
  • Manage a team of six remotely located training/organizational development professionals.
  • Coordinated related Organizational Development activities for newly outsourced employees.
  • Improved key HR processes, developed and established KPI's for: absenteeism, turn over, organizational development and discipline.
  • Managed 300 employee population with strong focus on recruiting, employee relations, compensation, benefits and organizational development.
  • Advised and coach all levels of leadership on a wide range of talent and organizational development related topics.
  • Provided leadership training, project management, and organizational development for a staff of 60 employees.
  • Manage the daily activities of the Human Resources and Organizational Development department.
  • Lead the talent and organizational development strategy for the Reebok brand.

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31 Organizational Development Jobs

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9. Hris

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high Demand
Here's how Hris is used in Senior Human Resources Manager jobs:
  • Spearheaded HRIS initiatives; transitioned to new applicant tracking system and developed leads database that strengthened recruitment pipeline.
  • Managed accountability and strength management through federal HRIS system databases.
  • Analyzed HR processes and supported in the development of HRIS solution that solved functional and business issues of varying complexity.
  • Combined ATS function with HRIS on one platform; created and documented business process to import data to payroll system.
  • Project Lead to integrate the HRIS and Payroll systems of two JV operations in California into Land O'Lakes system.
  • Provide Workday training to global HR users including the development of HRIS team members from intermediate to advance topics.
  • Improved efficiency of HR related tasks and reporting with the implementation of a fully-integrated, real-time payroll/HRIS.
  • Collaborated with IT to program and design comprehensive applicant tracking system to integrate with current HRIS.
  • Improved integration of HRIS with HRD practices linking performance assessments with relevant competencies and development planning.
  • Led research and vetted HRIS systems for rapidly expanding 50 employee company with significant budget constraints.
  • Served as HR project-lead for various HRIS projects with budgets totaling over $1M.
  • Reduced Human Resources Information System (HRIS) variance to less than 0.5%.
  • Oversee bi-weekly payroll and administration of the HRIS for the account.
  • Assist HRIS team in all site technology related issues.
  • Managed HRIS and maintained proper record keeping.
  • Created business case for HRIS and ATS.
  • Partnered with Corporate Payroll and HRIS teams to implement new payroll processes affect- ing over 8000 employees.
  • Led HRIS system integration from Ultipro to Work Force Now with the transition to Shearer's Foods.
  • Implemented pilot system of open source HRIS software after benchmarking cloud based systems against open source software.
  • Led business unit efforts with extensive planning and testing to transition HRIS systems and increase efficiencies.

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11 Hris Jobs

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10. EEO

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high Demand
Here's how EEO is used in Senior Human Resources Manager jobs:
  • Created EEOC position statements and participated in unemployment claims as necessary.
  • Interpreted corporate and local policy directives and EEOC/FLSA governing regulations.
  • Investigated internal and EEO discrimination and retaliation complaints.
  • Managed consolidation of Affirmation Action Plans for multiple divisions in 600-employee facility and passed EEO audit with no corrective action items.
  • Manage all workplace safety and implementation of programs and training and responsible for all required filing of EEO-1 reports.
  • Managed database on candidate's hire, skills, payroll, turnover and EEO.
  • Developed and maintained Affirmative Action Program, EEO-1, Vets-100 and other regulatory requirements.
  • Conducted Unit Climate Surveys to evaluate internal morale and health regarding EEO/MEO issues.
  • Ensured overall compliance with HR strategy and EEO / federal / state laws.
  • Draft position statements and/or mediated all EEOC charges for the State of Florida.
  • Developed AAP programs and managed EEO, Vets -100 and OFCCP reporting
  • Responded to EEOC, DOL, and other external legal charges/inquiries.
  • Respond to all termination appeals and all EEOC charges.
  • Filed annual EEO-1 Reports and Affirmative Action plans.
  • Provide oversight for FCC/EEO compliance for the region.
  • Reviewed and responded to TWC, Wage and Hour, and EEOC claims.
  • Administered FMLA, FLSA, ADA, and EEO policies and programs.
  • Eliminated costly law suit litigations through several thorough EO/EEO investigations that uncovered inappropriate behaviors.
  • Completed EEO1/Vets 100 annually and analyzed and coordinated efforts as needed with AAP in regards to hiring/terminations and applicant flow.
  • Managed all diversity issues, including participation in EEO mediations.

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5 EEO Jobs

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11. Training Programs

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high Demand
Here's how Training Programs is used in Senior Human Resources Manager jobs:
  • Provide industrial and public relations services to the manufacturing facility and oversee industrial training programs including the Emergency Response Plan.
  • Facilitated coaching initiatives including 360-degree feedback, mentoring and training programs that enhanced leadership capabilities and talent retention.
  • Designed, developed and delivered training programs to facilitate management development at various levels.
  • Identified training needs and training programs leading to in-house repository of readily available talent.
  • Developed and delivered comprehensive training programs and competencies workshops, improving staff performance.
  • Assisted in evaluating and scheduling all outside executive training programs.
  • Conducted training programs for team effectiveness and individual development.
  • Customized, conducted, and evaluated management training programs.
  • Identified training needs and implemented comprehensive training programs.
  • Selected training programs and negotiated vendor contracts.
  • Increased availability of training programs in medical and leadership to enhance current skill sets to meet diverse and changing mission requirements.
  • Designed, developed, and presented a range of training programs for staff in-services, operations, and sales.
  • Identify training needs and designed material to conduct training programs and workshops for employees.
  • Led training programs designed to implement new agent performance management standards for 4 departments.
  • Managed the design, development and delivery of all department training programs.
  • Developed employee handbook as well as orientation and training programs.
  • Facilitated and conducted over 75 training programs.
  • Developed numerous training programs that empowered employees to implement new automated human resources systems which was undisruptive to the customer.
  • Maintained quantitative and analytical data for resource and training programs and initiatives.
  • Managed the Training department, responsible for executing global training programs for six vessels ($2 mil.

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2 Training Programs Jobs

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12. Business Units

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high Demand
Here's how Business Units is used in Senior Human Resources Manager jobs:
  • Advised senior management of technical and sales/marketing business units on all functional areas of human resources to improve productivity.
  • Designed new employee compensation programs in business units eliminating inequity, ensuring market competitiveness and controlling annual labor costs.
  • Provided technical guidance to junior Human Resources Managers and Specialists within partner business units.
  • Delivered overall human capital plans and talent management solutions across multiple business units.
  • Credited by business units with improving quality and consistency of HR service delivery.
  • Participated in the divestiture process for selected business units.
  • Supported both local and geographically-dispersed business units.
  • Implemented new applicant tracking system across North America with end goal of implementing in all business units across the globe.
  • Partnered with leaders and OD to build stronger structural alignment to business for re-organizations leading to streamlined business units.
  • Manage the hiring process to ensure compliance with all applicable law and company policy for all business units.
  • Served as interim VP of Human Resources; seamlessly coordinated across 5 group HR business units.
  • Key member tasked with the integration of three separate business units into one division in California.
  • Provide Strategic and tactical direction from Human Resources to business units and executive team.
  • Supported eight thousand employees covering 5 business units located in multiple states.
  • Defined the goals and objectives for one or more functional business units.
  • Provided strategic and consultative support to business partners in the Amerigroup Texas Medicaid business units.
  • Served successfully as a human resources business partner to multiple enterprising business units.
  • Report to Vice President of Human Resources and directly responsible for five technical business units located through out the United States.
  • Create and provide onboarding and training for employees based on company guidelines and needs of the individual business units.
  • Led the human resources function for two regions including twenty-one customer business units (CBUs) across eighteen states.

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1 Business Units Jobs

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13. Diversity

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high Demand
Here's how Diversity is used in Senior Human Resources Manager jobs:
  • Coordinated company's diversity initiatives through sponsorship and participation in annual diversity conferences to recruit talent.
  • Implemented Diversity Steering Committee led by functional leaders to address global diversity challenges.
  • Developed a diversity recruiting strategy for the field recruiting organization.
  • Integrate Diversity into organizational goals and strategies.
  • Orchestrated efforts to achieve diversity commitments.
  • Instilled teamwork and promoted diversity.
  • Raise awareness of diversity, and methods to increase quality and diversity for associates and external candidate pool (AA/OFCCP).
  • Served on Agency Succession Planning teams that implemented plans based on workforce needs, strategic growth, and diversity and inclusion.
  • Developed and streamlined HR processes for performance appraisals, FMLA, compensation, workforce reporting, diversity, and employee development.
  • Conducted Employment and Diversity training for the clients and Northrop Grumman managers at the national Federal Law Enforcement Training Center.
  • Administered the contract for the city-wide diversity training in response to the City Manager s diversity and inclusion initiative.
  • Led diversity focus for Management Development Associate Program recruiting leading to 75% extended offers being POC / Female.
  • Facilitated over 40 diversity classes for employees, supervisors, and managers in over 20 city departments.
  • Served on a Diversity and Inclusion subcommittee and team member on ESAT (employee satisfaction) committee.
  • Developed key people strategies that promote diversity and career growth opportunities, 85% retention rate.
  • Selected as one of the few corporate Diversity (Appreciating Differences) instructors for KRAFT.
  • Managed diversity recruiting resulting in 12% more diverse candidate pools yr-over-yr.
  • Increased diversity hiring by 15% in support of corporate diversity goal.
  • Worked aggressively to assist the region achieve diversity goals.
  • Partnered with Diversity department and events team to build a candidate pool and also headed diversity events in various locations.

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15 Diversity Jobs

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14. Performance Reviews

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high Demand
Here's how Performance Reviews is used in Senior Human Resources Manager jobs:
  • Managed recruitment sourcing tools and benefit administration, coached team members, developed company policies and conducted annual performance reviews.
  • Conduct training seminars to field management in disciplinary documentations, accident reporting, performance reviews and employee separations.
  • Conducted performance reviews with personnel managers and monitoring employee attitudes, productivity, and performance outcomes.
  • Performed annual performance reviews, ensuring effectiveness, compliance, and equity within organization.
  • Provided feedback regarding performance reviews, and implemented performance based salary increases.
  • Guided succession planning discussions during annual performance reviews.
  • Investigated and resolved EEOC allegations and performance reviews.
  • Performed a wide range of human resources (HR) functions, including performance reviews, career development and staffing.
  • Led HRIS team to implement and maintain all HR systems for performance reviews, goals, and learning management.
  • Trained staff in recruiting process, strategies, interviewing, management, performance reviews, and promotions.
  • Managed a staff of 5 and monitored, prepared, and communicated performance reviews to support staff.
  • Documented employee performance reviews, and ELR (Employee Labor Relation) complaints and resolution.
  • Established and managed performance goals and metrics and conducted performance reviews for the team.
  • Develop and manage a process to ensure 100% completion of Annual Performance Reviews.
  • Managed orientations, management training, open door counseling and performance reviews.
  • Conduct annual open enrollment & employee performance reviews.
  • Manage HR initiatives and deadlines (performance reviews, compensation planning, open enrollment, workflow planning etc.).
  • Carry out talent management, terminations, strategic planning, policy and procedure development and performance reviews.
  • Included performance reviews and top grading Project Manager for Utah plant move.
  • Administered employees compensation packages, performance reviews (25-30/month), relocations (10-15/month) and reward programs.

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15. Fmla

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average Demand
Here's how Fmla is used in Senior Human Resources Manager jobs:
  • Subject Matter Expert, and trainer, on federal and state laws - FMLA, ADAA, USERRA, and anti-discrimination.
  • Design and create quality process improvements for procedures such as: FMLA, Unemployment Hearing Process, and Performance Evaluations.
  • Administer Compensation and Benefits programs including annual Merit and Performance Appraisal process, COBRA, FMLA/STD/LOA and tuition reimbursement programs.
  • Guided leaders through various employment laws such as FMLA, CFRA, PDL, PFL and other local ordinance.
  • Exemplify solid understanding of FMLA, Leave of Absence, ADDA, Workman's Compensation, Associate Relations.
  • Administered all employee benefits, conducted open enrollment, and managed STD, LTD and FMLA cases.
  • File workers compensation claims; manage FMLA and disability claims, instrumental in developing employee policy manual.
  • Administered all government programs at the center level including Workers Compensation, FMLA, and unemployment issues.
  • Set up and maintained tracking system for Cobra, FMLA, and the flexible spending plan.
  • Trained managers in performance management, FMLA leave management, and sexual harassment and discrimination avoidance.
  • Developed and implemented compliance programs including AA, FMLA, Work-Life, EAP, etc.
  • Reviewed and approved employee requests for Family Medical Leave Act (FMLA) leave.
  • Consulted with business leaders on cases related to FMLA, ADA, and WC.
  • Maintained FMLA and ADA compliance and ensures accurate record keeping and administration of programs.
  • Managed and provided oversight on FMLA, ADA, and Workers Compensation administration
  • Oversee leave administration including FMLA, state and company leave programs.
  • Manage FMLA and Workers' Compensation.
  • Ensured compliance with all employment regulations (FMLA, ADEA, ADA, OSHA, HIPAA, etc.).
  • Served as compliance resource for Form I-9, E-Verify, FLSA, ADA, FMLA, etc.
  • Provide Termination and or offer letters Assist employees with LOA's, STD's, FMLA, and L TD.

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16. SR

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average Demand
Here's how SR is used in Senior Human Resources Manager jobs:
  • Serve as member of global steering committee on Sustainability with functional leadership oversight strategy development of Global based CSR program.
  • Partnered with VP/GM to execute a division realignment and integration; minimizing disruption to wartime military programs.
  • Managed $97K in education and training materials/equipment; ensured relevant/realistic classroom operations.
  • Managed and published several cost-savings models for Sr. level management.
  • Created and facilitated grassroots organization called A.D.A.P.T.
  • Presented classroom instruction on the theory of Direct Logistical Support and troubleshooting of the MLRS and all associated test equipment.
  • Assess strategic organizational needs, build high performing teams, and grow leadership capability in partnership with Sr. Distribution Director.
  • Provide on the job and classroom training for 7 junior HR Clerks while maintaining a high standard of customer service.
  • Led an all-employee mapping for 4000 newly acquired Engineering employees, including Sr. Director-level and below.
  • Restructured HR function with no disruption to services while saving costs in temporary and full-time staffing.
  • Reported to the Business Vice President and served as a member of the Sr.
  • Managed HR department and representatives in New York, Kentucky, California and Israel.
  • Negotiated 7 new union contracts saving CSR over $3 million across 3 years.
  • Promoted from HR Administrator to Sr. HR Manager.
  • Experienced in building relationships and collaborating with Sr.
  • Lead 2 HR Business Partners and 3 Sr. HR Specialists.
  • Report to Corp. Sr. Dir.
  • Ensured proper positioning of personnel involving security clearance and SRBs.
  • Hired on as a Sr. Human Resources professional to assist with major culture change at a game changing national bio-tech company.
  • Worked collaboratively as member of sr. management team to develop annual goals, strategize and manage $39 million budget.

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28 SR Jobs

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17. Leadership Development

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Here's how Leadership Development is used in Senior Human Resources Manager jobs:
  • Provide strategic direction in the design/development and maintenance of Leadership Development and Succession Programs including Management briefings.
  • Functioned as Project Manager for the MSNA Leadership Development Program for HiPo individual contributors.
  • Provide strategic direction on leadership development and workforce planning initiatives within the fulfillment center.
  • Key participant in Performance Management discussions for Avon's Leadership Development Program.
  • Organized and implemented all leadership development training for exempt employees.
  • Manage succession planning, leadership development and performance management.
  • Provided coaching and leadership development to operational management leaders.
  • Facilitate Leadership Development program for Supervisors seeking promotion.
  • Align the business and talent strategies to drive business growth and performance through talent management, leadership development, and training.
  • Facilitated organizational and leadership development, worked with employees and managers to address root causes of human resources issues.
  • Spearheaded the customization and roll out a Field Leadership Development Platform targeted at existing and future field leaders.
  • Introduced a leadership development program focused on problem resolution, counseling, coaching, and mentoring personnel.
  • Advanced and expedited New Region Manager training and Leadership Development program while partnering with Sales Training.
  • Directed hiring, training, team development, and leadership development for Southern California Region.
  • Provide leadership development training once a month to Hiring Managers across the company.
  • Orchestrated leadership development and training modules to improve the aptitude of junior managers.
  • Created & implemented new leadership development classes with increase in participant knowledge.
  • Created employee and leadership development plans through training and OJT opportunities.
  • Developed a strategy for a finance career forum to support internal talent development Coordinated leadership development programs for diagnostics affinity groups.
  • Key Accomplishments: Created an internal Talent Review Process and Leadership Development Tool (T.E.A.M.

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1 Leadership Development Jobs

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18. Labor Relations

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Here's how Labor Relations is used in Senior Human Resources Manager jobs:
  • Conducted training for management on legal and AR/labor relations matters, developed customized training where appropriate in partnership with Learning Development.
  • Implemented facility pro company campaign, maintaining non union status after facility election conducted by National Labor Relations Board.
  • Oversee recruiting, employee/labor relations, performance management, talent management, benefits and compensation management.
  • Facilitated employee and labor relations negotiations by creating a standard operating procedure for an 82-person organization.
  • Manage labor relations activity while continuously promoting engagement efforts to drive the mission.
  • Managed labor relations activities as they relate to the prevailing collective bargaining agreements.
  • Worked with Labor Relations to research and successfully implement retroactive bargaining agreements.
  • Provided guidance on processes and procedures related to the areas of employees and labor relations, occupational safety and risk management.
  • Manage recruitment / selection, benefits, workers comp, HR training, employment / labor relations within facility.
  • Coach, counsel and provide employee relations/labor relations advice and direction on union and non-union issues.
  • Provide leadership on labor relations, compliance, legal regulations, immigration, and department operations.
  • Execute labor relations strategy in the field at the direction of the Labor Relations Director.
  • Reorganized a collaborative approach to labor relations which reduced union grievances by 75%.
  • Lead all labor relations activities including grievances, disciplines, terminations and arbitration hearings.
  • Coach and counsel employees and managers regarding employee and labor relations issues.
  • Manage four professionals in Recruiting, Administration, Labor Relations functions.
  • Labor Relations includes six (6) Union sites.
  • Provided attentive employee and labor relations.
  • Served as key advisor to management on all aspects of HR Process, Employee and Labor Relations, and HR technology.
  • Implement and manage the Aramark Peer Review Panel in partnership with Labor Relations.

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25 Labor Relations Jobs

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19. Customer Service

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Here's how Customer Service is used in Senior Human Resources Manager jobs:
  • Lead the global continuous improvement program/competition spanning Operational Excellence, Customer Service and Human Development and Social and Environmental Responsibility.
  • Created and administered recognition programs, facilitated open communication and strong internal customer service to ensure a union free environment.
  • Developed retention tools for customer service managers including retention grid, reward and recognition programs and compensation program.
  • Instilled and provided quality customer service and personnel management practices in accordance with established priorities.
  • Provided superior customer service to employees and management across multiple geographic locations.
  • Improved efficiency and productivity by supervising 4 employees in customer service relations.
  • Prevented third party organizing efforts at a major customer service facility.
  • Provided excellent customer service to both internal and external customers.
  • Developed monthly/quarterly performance appraisal process for customer service staff.
  • Managed customer service, retirement/separations, and processing sections to ensure accurate, timely support for more than 4,000 personnel.
  • Managed the rapid recruitment and selection of Credit Card Operations, Telephone Customer Service, and Information Technology personnel.
  • Led recruitment effort that reduced vacancies 40% in a 24/7 network operations center significantly improving customer service.
  • Provided leadership support to employees in a twenty-four (24) hour Customer Service Call Center.
  • Provide locations with guidance, and support necessary to achieve their customer service and business objectives.
  • Led team to a #1 ranking in the corporation for customer service and job metrics.
  • Supervised clerical, postal and customer service duties of eight junior personnel.
  • Performed customer service functions by answering employee's requests and questions.
  • Resolved and provided recommendations to leadership concerning all issues employing analytical and diagnostic techniques to improve organizational customer service.
  • Developed operating procedures to ensure more efficient quality control measures and customer service.
  • Led, designed and delivered a successful transition of Chemicals Customer Service Centre move from Calgary (ON) to Houston.

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20. Action Plans

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Here's how Action Plans is used in Senior Human Resources Manager jobs:
  • Monitored and maintained Affirmative Action Plans and oversaw activities and initiatives to positively impact placement goals and good faith efforts.
  • Developed and managed regional Affirmative Action plans and activities.
  • Implemented/improved Affirmative Action Plans at manufacturing plants.
  • Partnered with department managers to establish quarterly and annual goals, and develop action plans to meet or exceed goals.
  • Review affirmative action plans in conjunction with human resources team and lead action planning for improvement when under utilization occurs.
  • Reduced employee relations complaints by 75%, by implementing quarterly surveys, action plans, training and internal processes.
  • Conducted Q12 engagement analysis, management training, and action plans; HR reporting, balanced scorecard metrics.
  • Championed and lead employee engagement programs and developed, designed, and executed action plans to improve culture.
  • Worked within the HR Team to develop Action Plans that would improve our service and our division.
  • Influenced leadership regarding employee engagement feedback and action plans to increase overall employee relation outcomes.
  • Created and administered EE Satisfaction Survey requiring action plans and follow-up based on HR Audits.
  • Key Results: Evaluated annual employee engagement survey results and implemented necessary action plans.
  • Created project plans, define action plans and manage team to execute against plans.
  • Develop succession plans for all departments with action plans to develop bench strength.
  • Conducted first employee satisfaction survey, establishing a baseline and creating action plans.
  • Managed government reporting of all EEO/Vets 100 forms, Affirmative Action Plans.
  • Initiated management action plans, which resulted in increased retention.
  • Develop and maintain Affirmative Action plans at the locations.
  • Identified risk areas; developed and implemented action plans.
  • Culture and Change Steward: Implemented companywide employee opinion survey and related action plans.

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1 Action Plans Jobs

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21. Workers Compensation

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Here's how Workers Compensation is used in Senior Human Resources Manager jobs:
  • Closed outstanding workers compensations claims driving significant financial impact over one million dollars.
  • Negotiate with benefit carriers to coordinate benefit and workers compensation rates.
  • Facilitated Training to employees on reporting Workers Compensation incidents/accidents.
  • Champion Workers Compensation activities from initial claim to proceedings.
  • Managed Workers Compensation and Unemployment Compensation matters.
  • Coordinated with State Workers Compensation insurance carrier.
  • Coached 50 managers on employee development, employee selection and lay-off, workers compensation and other employee relations issues.
  • Implemented a safety program that reduced accidents 10% and saved approximately $200K in Workers Compensation costs.
  • Deliver training for HR, safety, workers compensation and ergonomics to staff on an as needed basis.
  • Managed the Workers Compensation and wrote the Bank policy, including the back to work program.
  • Experienced in all plant workers compensation, environmental, health and safety compliance programs.
  • Oversee EAP, Workers Compensation, OSHA, Disability and FMLA reporting and administration.
  • Work with attorneys to mitigate exposure in workers compensation claims and EEOC charges.
  • Serve as member of Safety Advisory Board for workers compensation carrier.
  • Cost savings of over $3 million in workers compensation settlements.
  • Processed all workers compensation claims, including wage statements, return to work notices, accommodation requests, and reimbursement requests.
  • Worked in partnership with the company workers compensation carrier to bring in training to enhance the teams effectiveness on campus.
  • Oversee the process of all workers compensation claims and work with insurance company to bring resolution to all claims.
  • Reduced workers compensation claims through executing a Pass Port to Safety program resulting in zero recordable OSHA claims for 1998.
  • Achieved a Company best ever $30 per employee total workers compensation cost for FY 2011.

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2 Workers Compensation Jobs

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22. Employment Laws

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Here's how Employment Laws is used in Senior Human Resources Manager jobs:
  • Partnered with plant operations leadership to provide guidance in employment laws, compensation/benefits, training, recruiting and positive employment relations.
  • Provided support to internal supervisors regarding disciplinary actions, company policies, employment laws and associated record-keeping.
  • Managed compliance initiatives associated with company policies and employment laws.
  • Ensured compliance with federal state and local employment laws, as well as Corporate and manufacturing plant, policies and procedures.
  • Served as internal resource to managers to ensure adherence to all State and Federal employment laws, policies and procedures.
  • Ensured compliance with HR policies and procedures, and applicable federal and state employment laws and regulations.
  • Monitor the compliance of company, state, and federal employment laws within the Region.
  • Insured compliance of all federal, state and local employment laws and regulations.
  • Provided guidance to other locations to ensure compliance with federal employment laws e.g.
  • Be aware of, abide by & enforce Federal/State employment laws and policies/procedures.
  • Manage employee relations issues to ensure compliance with Federal and State Employment laws.
  • Maintain compliance with all Employment Laws including required postings and record retention.
  • Ensured compliance with company policies and employment laws, reducing liability.
  • Ensured compliance with company policies, federal and state employment laws.
  • Ensured compliance with all employment laws and reporting requirements.
  • Keep management informed regarding current issues and employment laws.
  • Interpreted regulations, policies, and employment laws.
  • Ensured compliance of applicable employment laws.
  • Advised and trained store management to ensure compliance with employment laws and regulatory issues.
  • Trained store management and trainees in employment laws, employee relations and policies/procedures in a classroom setting.

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25 Employment Laws Jobs

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23. Direct Reports

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Here's how Direct Reports is used in Senior Human Resources Manager jobs:
  • Managed team of HR professionals and oversaw loss prevention/safety department, including 6 direct reports and 13 indirect reports.
  • Controlled a $1 million annual budget and supervised a staff of ten direct and four indirect reports.
  • Manage three direct reports, MBA Recruiter, Corporate Internship/Adopt-A-Campus Program Manager and a Program Coordinator.
  • Managed a team of up to 55 HR professionals through eight direct reports.
  • Hired, trained and motivated team of 7 direct and 51 indirect reports.
  • Managed 4 direct reports and 4 others in a dotted line capacity.
  • Managed staff of two direct reports, seven in absence of HR Manager
  • Led a team of three direct reports and two indirect reports.
  • Reported to VP of HR and had nine direct reports.
  • Managed four direct reports to include coaching and mentoring.
  • Managed and developed five direct and seven indirect reports.
  • Field staff direct reports consist of 368 lunchroom employees.
  • Manage staff of up to 4 direct reports.
  • Managed five direct reports and nine indirect reports.
  • Supervised a staff of three direct reports.
  • Managed HR staff of 7 direct reports.
  • Supervised staff of two direct reports.
  • Managed 6 direct reports, 4 sites; 160 employees hired.
  • Report to the CEO; managed up to two direct reports.)
  • staff of 6 direct reports) The Latin American division of AOL with over 12,500 employees throughout 10 countries.

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3 Direct Reports Jobs

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24. Job Descriptions

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Here's how Job Descriptions is used in Senior Human Resources Manager jobs:
  • Developed all job descriptions, analyzed industry market data to grade and benchmark all positions; remedied internal compensation inequities.
  • Managed structure analysis, job analysis and job descriptions to improve role clarity and increase productivity and efficiency.
  • Redesigned job descriptions and levels in manufacturing in collaboration with compensation manager.
  • Prepared job descriptions and coordinated new hire/internal promotional salary actions.
  • Provide instructions to hiring managers regarding Prepare and post job descriptions concerning newly required information needed for on boarding new hires.
  • Worked with department leads to create job descriptions and map out staffing plans based on new business scopes.
  • Authored job descriptions; accomplished manpower studies and advised senior leadership at corporate levels on manning needs.
  • Upgraded job descriptions throughout the company to better align with actual job performance needs of the position.
  • Developed FLSA and ADA compliant job descriptions; and pay grades to facilitate differentiation in performance levels.
  • Implemented HR standards and compliance, created employee handbook, policies, procedures and job descriptions.
  • Collaborated on job creation, job descriptions and evaluated for grade, level and salary structure.
  • Created job descriptions, reviews, training sessions and talent review and compensation board.
  • Maintain the work structure by updating job requirements and job descriptions for all positions.
  • Budgeted staff, analyzed needs, determined qualifications, and wrote job descriptions.
  • Ensured job descriptions for all positions were accurate and up-to-date.
  • Revised job descriptions across all levels and 50+ categories.
  • Revised job descriptions across all lines of business.
  • Redesigned Employee Manual and Associate Job Descriptions.
  • Created new job descriptions, pre-screen form, interview questionnaires, employment verification forms and internal transfer/promotion process.
  • Result: Providing more accurate job descriptions for ten senior noncommissioned officers.

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2 Job Descriptions Jobs

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25. Management System

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Here's how Management System is used in Senior Human Resources Manager jobs:
  • Anticipated and successfully executed the full range of people management systems for a new manufacturing facility in China.
  • Managed and maintained records management system for all military personnel and functional correspondence.
  • Administered compensation, benefits and performance management systems and safety and recreation programs.
  • Established corporate-wide performance management system based on corporate culture, vision and values.
  • Restructured Safety Management System programs to increase safety training and awareness.
  • Document secured notes and formal investigative reports in case management system.
  • Implemented Performance Management System with 100% Participation.
  • Planned and implemented major corporate performance management system.
  • Implemented new performance management system and talent management segmentation approach resulting in overall performance increase of 8% in two years.
  • Implemented and supported new automated performance management system increasing on-time appraisals from 65% to 91% and streamlining process.
  • Assisted Vice President in revising performance management system which included the creation of core competencies and a new scoring method.
  • Prepared employment records related to termination, leaves, transfers, performance evaluations and promotions using HR management systems.
  • Launched a new learning management system, The PHH Learning Center, for employees to register for learning programs.
  • Selected as test pilot facility for new workforce management system (WMS).
  • Execute and train employees and leadership team on organization performance management system.
  • Implemented a technology-based employment management system called Taleo.
  • Started interaction with outside consultants to establish a plan for a Learning Management System (LMS) at Vascutek, Inc.
  • Examined Travel Management Systems and led the implementation of Travizon resulting in an on-line adoption rate of 80%.
  • Led implementation efforts of time management system (Kronos).
  • Establish Verio's contractor management system.

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1 Management System Jobs

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26. Career Development

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Here's how Career Development is used in Senior Human Resources Manager jobs:
  • Champion talent excellence by influencing business leaders to make the right talent decisions regarding performance management and career development.
  • Directed the highly successful implementation of a career development program through well-received seminars, workshops, and inter-departmental partnerships.
  • Coached Senior Leaders on how to effectively execute employee career development and performance review activities.
  • Linked the e-learning initiative to engagement survey responses which requested additional career development forums.
  • Provided assistance to managers regarding performance management, career development and staffing strategies.
  • Developed and manage delivery of Leadership Development and Career Development programs.
  • Implemented retention programs including succession planning, mentoring and career development.
  • Led HR team to revamp and implement performance management, core competencies, career development and other HR global programs.
  • Manage a team of 20 direct reports with a focus on career development, succession management, coaching and mentoring.
  • Rolled out corporate performance management and career development plan processes; provided coaching and training to managers and staff.
  • Co-led Career Development Redesign created and implemented a strategic plan to change Cisco's culture of Career Development.
  • Utilized self taught web development skills to create additional career development content for HR and manager portals.
  • Implemented career development strategies including; workshops, on-line tools and individual coaching to promote employee retention.
  • Led a team of HR Generalists and Coordinators, providing direction, coaching and career development.
  • Partnered with Director of Operations, on performance management, career development and retention strategies.
  • Career Development Rotational Program: For employees to try out other positions within the company.
  • Directed PeopleSoft, Compensation, Benefits, HR Services, Travel, and Career Development.
  • Counseled enlisted personnel on long-term career development, job opportunities, and assignment options.
  • Coached Managers on staffing strategies, performance management and staff career development.
  • Handled career development and RIF.

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7 Career Development Jobs

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27. Benefits Administration

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Here's how Benefits Administration is used in Senior Human Resources Manager jobs:
  • Established and managed company-wide human resources functions, including compensation/benefits administration, retention and recruitment, and employee relations management.
  • Managed all aspects of benefits administration including open enrollment, third-party payments and retirement plan transactions.
  • Implemented policies and executed training and organizational development initiatives along with benefits administration and compensation analysis.
  • Coordinate benefits administration and collaborate with corporate benefits HR team as needed.
  • Resulted in consistent HR practices including efficient payroll and benefits administration.
  • Performed benefits administration to include claims resolution and change reporting.
  • Managed payroll and benefits administration.
  • Supervised four direct reports involved in employment, employee relations, benefits administration, payroll, loss control, EEOC compliance.
  • Managed HR Specialist team focused on Benefits Administration, Staffing, Immigration/Expat assignments, HR metrics and special projects.
  • Provided benefits administration including billing, payroll issues, and employee questions by interfacing with brokers and benefit carriers.
  • Conducted all benefits administration to include retirement, disability, and different leaves of absences, including FMLA.
  • Handle the day-to-day Benefits Administrations matters that arise and provide staff proper guidance to resolve their issues.
  • Directed payroll, benefits administration, personnel file management, and time-off tracking for 5-12 employees.
  • Oversee global HR, payroll and benefits administration; Manages and mentors HR Representative.
  • Perform all Human Resource functions inclusive of payroll, tax and benefits administration.
  • Managed payroll processing and benefits administration via the use of ADP payroll system.
  • Assist with compensation reviews and benefits administration, as needed.
  • Administer E-Verify, Payroll, and Benefits Administration.
  • Planned, developed, and implemented a benefits administration program that positively impacted company profitability.
  • Managed benefits administration, questions, troubleshooting, and the onboarding process for new employees.

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28. Osha

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Here's how Osha is used in Senior Human Resources Manager jobs:
  • Mitigated OSHA fine and negotiated training and building modification requirements.
  • Enforced plant safety policies and procedures, ensured compliance with federal, state, and corporate safety requirements and OSHA regulations.
  • Developed and revised policies and procedures to reflect current and compliance with employment law, OSHA, and company goals.
  • Work with production in the development, implementation and safekeeping of OSHA, EEO and FDA related policies and procedures.
  • Position was responsible for all Human Resources and compliance functions including OSHA, Affirmative Action and Workers' Compensation.
  • Partnered with EH&S and management teams to earn OSHA's most prestigious VPP Certification in all regional facilities
  • Served as a Board of Director for the Voluntary Protection Program (VPP) in conjunction with OSHA.
  • Represented and negotiated over two dozen Worker's Comp, EDD and OSHA cases for the company.
  • Created a safety manual and training program for entire organization in an effort to meet OSHA compliance.
  • Ensured compliance with federal and state government laws and regulations including EPA, Labor, and OSHA.
  • Implemented systems to reduce OSHA related risks by training warehouse workers and management on safety procedures.
  • Maintained OSHA compliance; coordinated the light-duty program, Accident Review Committee, and return-to-work programs.
  • Administered Health and Insurance Benefits and Retirement, AA, and OSHA programs.
  • Handled all OSHA, workers' comp and disability programs and reporting.
  • Partner with Safety Manager on OSHA and Workers Comp compliance/issues.
  • Provide departments with OSHA compliance materials.
  • Oversee all OSHA safety compliance.
  • Maintain the OSHA 300 log.
  • Maintain OSHA logs and field MIOSHA onsite inspections.
  • Slashed OSHA recordable accidents 71% by implementing a Safety Committee and conducting proper investigations to identify corrective measures.

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29. Sexual Harassment

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Here's how Sexual Harassment is used in Senior Human Resources Manager jobs:
  • Represented the organization during public service announcements addressing prevention of sexual harassment, assault and other related topics.
  • Recommended solutions to reduce and prevent sexual harassment and discrimination.
  • Developed a company specific Sexual Harassment training course for all employees to comply with AB 1825 and did the required training.
  • Train newly hired employees on various public policy issues, like sexual harassment, discrimination, and conflict of interest issues.
  • Implemented and managed sexual harassment program; ensured managers and staff received continuous training and assisted with the resolution of issues.
  • Trained all levels of employees in DDI modules such as: Sexual Harassment, Performance Appraisal and Employment Law.
  • Demonstrated exceptional Employee Relations and negotiation skills, successfully mediating a sexual harassment lawsuit saving the company $5.8M.
  • Advised the internal and external superiors on community policies and actions focusing on prevention of sexual harassment and assault.
  • Managed all employee relations matters including claims of sexual harassment, discrimination, fair treatment and disciplinary actions.
  • Conducted investigations into employee relations issues such as discrimination, sexual harassment, and all other employee grievances.
  • Coordinated with outside agencies and instructed Equal Opportunity Leaders and Advocates how to instruct EO and sexual harassment.
  • Provided specialized knowledge and expertise Equal Opportunity policies, Sexual Harassment, Sexual Assault and reporting procedures.
  • Conducted investigations for internal employee complaints (EEO, Sexual Harassment, OSHA, etc).
  • Developed program and conducted annual, management, Affirmative Action and Sexual Harassment training.
  • Trained field staff on discrimination, sexual harassment, and Title VII issues.
  • Train Associates on Sexual Harassment, Safety Issues and Benefit Orientation.
  • Conducted sexual harassment training for management and employees levels.
  • Conduct training for sexual harassment.
  • Investigated all allegations of sexual harassment/discrimination and recommended appropriate action.
  • Conducted complex, multi-departmental investigations involving Title VII, sexual harassment, and workplace violence claims.

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5 Sexual Harassment Jobs

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30. Curriculum Development

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31. Conflict Resolution

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Here's how Conflict Resolution is used in Senior Human Resources Manager jobs:
  • Advise management on organizational policy matters such as equal opportunity, sexual harassment, and conflict resolution.
  • Spearhead training programs for management team concerning leadership development, communication, and conflict resolution.
  • Removed obstacles and fostered a results-focused organization via timely problem and conflict resolution methods.
  • Coached managers in dealing with employee performance issues, organizational development and conflict resolution.
  • Advised management on dispute and conflict resolution, and policy interpretation.
  • Facilitated team conflict resolution sessions upon request.
  • Provide on-site HR expertise, coaching, training/development, conflict resolution and compliance for Seattle based employees, managers and executives.
  • Investigate and mediate employee relations issues involving conflict resolution at an individual, group (including union) and departmental level.
  • Trained 30+ member management team in the following areas; labor relations, anti-harassment, performance assessment and conflict resolution.
  • Mentored Jr. HR Specialists in project management, conflict resolution and application of HR policies which expanded their knowledge.
  • Counseled management on appropriate handling of sensitive issues and conflict resolution to ensure compliance with legal policies and procedures.
  • Trained more than 150 managers on hiring, conflict resolution, and ADA and sexual harassment policies/procedures.
  • Performed crisis intervention, problem solving, and mediation for conflict resolution between staff and clients.
  • Resolve all employee relations issues and provide conflict resolution resulting in 10% decrease in grievances.
  • Managed complex employee relations issues including Title VII investigations, conflict resolution and performance issues.
  • Counseled employees with grievances, concerns or performance problems, conflict resolution.
  • Led conflict resolution and mediation sessions.
  • conflict resolution, progressive discipline, and performance management sessions.
  • Provided support and expertise on team building, conflict resolution, and leadership coaching.
  • Conflict resolution with frontline staff.

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2 Conflict Resolution Jobs

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32. Open Enrollment

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Here's how Open Enrollment is used in Senior Human Resources Manager jobs:
  • Manage open enrollment for obtaining benefits as well as managing enrollment and termination processes outside of open enrollment.
  • Managed employee benefit plans including stock, open enrollments and corresponding communications.
  • Provided competitive benefit programs and directed benefits annual open enrollment program.
  • Educated employees about benefits and coordinated annual open enrollment.
  • Coordinated the annual benefits open enrollment activities.
  • Implemented online benefits open enrollment.
  • Managed the compensation and benefits program; Coordinated annual health fairs with local health care providers and open enrollment activities.
  • Work with the Insurance Broker for enrollment of new employees, troubleshooting employee issues and conducting annual open enrollment.
  • Administer benefits program (e.g., contact brokers and vendors as required, conduct open enrollment, etc.)
  • Manage Health and Welfare plans including annual plan/benefits review, open enrollment process, and employee communications.
  • Project managed the implementation of new HR initiatives, to include the annual benefits open enrollment.
  • Managed merit pay delivery, benefits open enrollment, job harmonization, and retention programs.
  • Designed, facilitated and administered Employee Benefits Plans and Programs, including open enrollment.
  • Configure and support global compensation events and benefit Open Enrollments for US and India.
  • Administered Open Enrollment including making changes to annual contracts.
  • Facilitate open enrollment for LA staff.
  • Spearheaded sector-wide corporate initiatives including open enrollment and annual performance reviews.
  • Organized and hosted annual benefit open enrollment and health fair, assisted employees with benefits selection and provide on-going benefit support.
  • Selected accomplishments: Successfully conducted Benefits Open Enrollment for plan years 2009 - 2013.
  • Coordinated open enrollment meetings and job fairs Negotiated contracts for benefits i.e.

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4 Open Enrollment Jobs

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33. Business Leaders

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Here's how Business Leaders is used in Senior Human Resources Manager jobs:
  • Partnered with operational and functional business leaders to produce a succession planning process for management advancement and bench strength evaluation.
  • Support and direct consistent human capital management among human resource and business leaders to facilitate positive business outcomes.
  • Partnered with senior business leaders in providing consultative advice to effectively manage change and drive business results.
  • Monitored and report staffing-related metrics to HR and Business leadership.
  • Contributed to the business strategy by helping business leaders to identify and build organizational capabilities, structures, and processes.
  • Advised business leadership teams on the annual performance management process, including appraisals and all aspects of total compensation planning.
  • Partnered with business leaders to restructure hourly work processes, increasing productivity approximately 17% and decreasing costs $1.5M.
  • Worked with business leaders within Technology and Program Services to implement an on-boarding process for new hires and transfers.
  • Partnered with facility business leaders on the implementation and execution of HR programs and business plans.
  • Oversee ADA accommodation requests for U.S. sites and partner with appropriate business leaders and legal.
  • Worked with business leaders in manager development plans for future growth within the organization.
  • Partnered with business leaders to create and implement a division wide recognition program.
  • Partner with executive and business leaders to support growth strategies of the organization.
  • Work closely with business leaders to understand their specific human resource related needs.
  • Partnered with business leaders to create succession plans for their functional organizations.
  • Collaborated with business leaders to create and implement a Professional Growth Plan.
  • Developed and maintained effective relationships with frontline managers and business leaders and throughout the enterprise to deliver desired results.
  • Enhanced HR metrics and reporting to business leaders supporting data-driven decision making by improving analytical capabilities and data interpretation.
  • Forecasted and determined talent requirements in conjunction with key business leaders and partners.
  • team, providing relevant direction and guidance to business leaders and H.R.

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40 Business Leaders Jobs

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34. Business Objectives

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Here's how Business Objectives is used in Senior Human Resources Manager jobs:
  • Partnered with GM, senior management and staff to understand business objectives and provide tools to increase organizational and management effectiveness.
  • Revamped the company's Executive Mentoring Program resulting in strategic alignment with business objectives along with increased employee engagement and retention.
  • Net Result: Positive impact on recruiting, retention communications and achievement of business objectives.
  • Developed financial and operational objectives, and ensured plans were aligned with business objectives.
  • Introduced and improved performance review system, aligning system with business objectives.
  • Ensured strict compliance with all regulatory requirements and business objectives.
  • Identified key business objectives with clear accountability and meaningful metrics.
  • Define tactical goals and ensure alignment with overarching business objectives.
  • Developed Human Resources strategy to support business objectives.
  • Partnered with facility executives to achieve business objectives.
  • Worked closely with COO and senior management team to determine the overall strategic approach for HR in achieving business objectives.
  • Partnered with business unit Vice Presidents and Managers to create and implement programs in alignment with strategic business objectives.
  • Partnered with senior operations leaders in the planning and execution of strategic HR initiatives in support of business objectives.
  • Partnered with C-level management in devising and setting goals for launch of projects aimed at major business objectives.
  • Understand business goals and recommend new approaches, policies and procedures to effect continual improvement in business objectives.
  • Partnered with site leaders to ensure business objectives of Human Resources and Operations were met.
  • Partner with Business leaders to develop HR strategies that align with business objectives.
  • Work closely with C-level to align HR strategy with business objectives.
  • Support mission and values in ways that support business objectives.
  • Manage quarterly step progression calculation for manufacturing facility in Costa Rica following country specific guidelines while maintaining corporate business objectives.

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35. ADP

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Here's how ADP is used in Senior Human Resources Manager jobs:
  • Defined and established standard reporting infrastructure leveraging extensive knowledge in ADP Enterprise.
  • Manage and coordinate all efforts of the semi-monthly payroll in ADP including processing, audit and reconciliation of reports and deductions.
  • Lead payroll conversion to ADP and Lawson in accordance with the split of Atlantis operations following the sale of the company.
  • Implemented a new HRIS and employee self-service portal: ADP HR/Benefit Solutions; manage connection files between HRIS and Payroll system.
  • Help transition the US division from a PEO system to ADP's Workforce Now in a compressed implementation period.
  • Established a new 401(k) plan with Safe Harbor option to eliminate the ADP/ACP testing requirement.
  • Helped facilitate and implement human resource software revamp (from ADP to UltiPro).
  • Oversee the ADP Workforce Now payroll system for all exempt and non-exempt employees.
  • Implemented ADP HRIS payroll system to replace part-time, in-house Payroll Manager.
  • Managed bi-weekly payroll for all locations using ADP PCPW.
  • Transition HRIS System to ADP Enterprise EV5.
  • Selected and administered the 401 (k) Plan through ADP.
  • Reduced ADP payroll costs by 20%.
  • Manage an HRIS implementation to ADP web including the migration of employee data and history from Navision to ADP Workforce Now.
  • Led vendors through establishment and rollout of new 401(k) QACA plan eliminating ACP/ADP and top heavy testing requirements.
  • Explored HRIS Systems and led implementation of ADPs HRB System in three months thus streamlining reporting process.
  • Moved employees to ADP iPayStatements for viewing of pay statements and W2s.
  • Utilized ADP and Kronos/E-time technology.
  • Processed weekly and/or bi-weekly, software includes ADP, Paycor, Paylocity and QuickBooks.
  • Led the integration of Wyde into Mphasis HR/Payroll systems and processes (Peoplesoft 9.0, ADP).

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36. Strategic Plan

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low Demand
Here's how Strategic Plan is used in Senior Human Resources Manager jobs:
  • Led strategic planning process for member hospitals which led to integrated business plan to improve hospital performance and successful accreditation.
  • Participate in business unit strategic planning activities particularly as they relate to staffing, manpower planning, and development.
  • Applied strategic planning, prioritization, and management skills toward consistently achieving critical deadlines while maintaining high quality standards.
  • Implemented strategic planning and due-diligence for company Merger and Acquisition and integration were seamless.
  • Participated with other senior managers to establish Business Unit strategic plans and objectives.
  • Aligned overall employee training with corporate strategy with the creation of a strategic plan that increased retention by 8%.
  • Facilitated successful implementation of HR Strategies through continuous process improvement in support of HR Group's 5 year Strategic Plan.
  • Developed and implemented strategic plan to reduce work force by 20% and maintain employee morale.
  • Partner with managers and directors of other divisions to forecast recruitment needs and strategic planning.
  • Developed HR strategic planning solutions that were embedded in all strategic business planning efforts.
  • Developed strategic plan for all HR initiatives, and led HR operations and staff.
  • Partnered with Executives and Senior Management to deliver Human Resources' Strategic Plan.
  • Involved in functions of asset-liability management, audit, budgeting and strategic planning.
  • Develop and implement HR strategic plans around the world.
  • Contributed to People Team strategic plan and priorities.
  • Created and executed strategic plans.
  • Assisted in the development and implementation of GSA Human Capital Strategic Plan Administered policy oversight for pay and compensation.
  • Reviewed and processed over 200 memos and personnel actions requiring the Deputy Chief of Staff, Strategic Plans and Programs signature.
  • Capitalized on industry changes to maximize company revenue (15,000)by strategic planning in hiring and inhouse educational forums.
  • Developed the HR department goals and budget to support the strategic plan for Fuyao Glass America.

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37. Exit Interviews

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low Demand
Here's how Exit Interviews is used in Senior Human Resources Manager jobs:
  • Prepared employee separation notices and related documentation, as well as conducted exit interviews to determine reasons behind separations.
  • Conducted employee exit interviews and developed employee surveys to evaluate effectiveness of the company and departmental human resources practices.
  • Conducted exit interviews, analyzed data and made recommendations to HR Director for corrective action and continuous improvement.
  • Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
  • Handle new hire orientation, generation of offers and terminations/exit interviews.
  • Conducted exit interviews to determine reasons and justifications for termination.
  • Coordinated and/or conducted exit interviews to determine reasons behind separation.
  • Conducted disciplinary meetings as well as exit interviews.
  • Managed the exit interviews process and analyzed turnover.
  • Conduct exit interviews for voluntary terminations.
  • Conducted exit interviews and terminations.
  • Conducted remote and local entrance and exit interviews for all employees and ensured that all their questions were answered.
  • Track and analyze key metrics, such as employee turnover, exit interviews, satisfaction surveys, etc.
  • Advised clients on diverse employee issues such as counseling, performance management, personnel movement and exit interviews.
  • Administer Employee Satisfaction Surveys and, Exit Interviews, providing feedback to management as appropriate.
  • Performed exit interviews and processed change of employee status.
  • Address internal complaints, and conduct exit interviews.
  • Conduct and document exit interviews with terminating employees.
  • Conducted exit interviews with terminating employees and obtain useful information to improve workplace initiatives.
  • Provided outplacement counselling and conducted exit interviews and analyzed data on turnover.

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39. Peoplesoft

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low Demand
Here's how Peoplesoft is used in Senior Human Resources Manager jobs:
  • Perform comprehensive analysis of HR's technology infrastructure and develop technology recommendations to integrate PeopleSoft HR and Financial systems.
  • Entered information into PeopleSoft HRIS and ensured vacant positions are filled with qualified candidates.
  • Re-designed PeopleSoft module for international assignments to streamline processing and drive policy.
  • Executed initiatives to move to paperless environment with PeopleSoft implementation.
  • Maintained employee records and processed day-to-day transactions using PeopleSoft.
  • Managed and maintained college level academics in PeopleSoft.
  • Maintained position management modules in PeopleSoft.
  • Trained employees on PeopleSoft utilization.
  • Hired short term consultants to upgrade systems, software (upgrade to PeopleSoft 9.1), ensuring training throughout MSKCC.
  • Recruited to build and market the firm's most profitable outsourcing service - a PeopleSoft-based portal/workforce administration solution.
  • Conducted 75+ PeopleSoft and 12 soft skill training sessions in both classroom and web-ex environments.
  • Program-managed the PeopleSoft HRIS/Payroll implementation, completing the project on time and within budget.
  • Partnered in the implementation and training of a new HRIS (PeopleSoft).
  • Team member for HRIS transition from PeopleSoft to Oracle HR System
  • Manage HR responsibilities through knowledge of PeopleSoft systems.
  • Program Manager for $5 million Cultural Transformation strategic initiative which included technology upgrades for PeopleSoft HR Self-Service and e-timesheets.
  • Managed PeopleSoft HRIS: data collection, input, reports, payroll information, and hardcopy HR files/systems.
  • Migrated off of Peoplesoft onto SAP.
  • Lead HRIS migration from PeopleSoft to SAP in US, Canada, and Costa Rica.
  • Maintained employee related computer data system (Peoplesoft and Koronos).

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40. Military Personnel

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low Demand
Here's how Military Personnel is used in Senior Human Resources Manager jobs:
  • Performed military personnel management duties as a Human Resources manager in a highly visible organization supporting operations in an international arena.
  • Exhibited superior technical knowledge allowing this section to receive a rating of excellent during the military personnel administration installation inspection.
  • Provided administrative decision-making, support and leadership for a training unit of 175 military personnel and civilians.
  • Provided administrative guidance on personnel services for 540 military personnel and their family members annually.
  • Liaised between unit personnel and installation finance/military personnel directorate for personnel management functions.
  • Coordinated the assignment, utilization and reassignment of over 100 military personnel.
  • Direct three branches managing complex human resource operations supporting 1100 military personnel.
  • Required knowledge of and expertise on multiple/joint military personnel systems.
  • Screen reassignment rosters and processes military personnel for reassignment.
  • Served as the principal point of contract in performing and reviewing a wide variety of military personnel actions and military pay.
  • Assisted in overseeing the morale, welfare, safety, training and force protection of more than 12,000 joint military personnel.
  • Supported 400+ international military personnel; managed the in and out processing of personnel as they arrived and departed the country.
  • Applied knowledge of Military Personnel Management methods, principles and practices to make informed judgments on complex personnel-related issues.
  • Issued and maintained accountability of over 3000 Common Access Cards (CAC) required for Military Personnel and dependents.
  • Served in multiple supervisory positions in Office of Military Personnel for National Security Agency (NSA).
  • Managed unit's Military Personnel 201 Files, medical and dental records.
  • Supervised 16 military personnel for an organization of over 900 employees.
  • Trained, coached and mentored military personnel.
  • Functioned as Lead Advisor on matters pertaining to military personnel management, administration, and career development.
  • Updated and maintained personnel data in Electronic Military Personnel Office (eMILPO) automated system; prepared personnel reports.

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41. Cost Savings

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low Demand
Here's how Cost Savings is used in Senior Human Resources Manager jobs:
  • Supervised annual benefits renewal and re-enrollment processes while ensuring seamless provider transitions and consistent cost savings for our self-funded plan.
  • Implemented headcount and employment cost forecasting system to ensure accurate reporting to support cost savings and organization design strategies.
  • Eliminated tax liability, compliance exposure and produced significant overtime cost savings.
  • Managed financial/budget for department consistently realizing 2-5% cost savings annually.
  • Produced an annual cost savings of $600,000 in health insurance premium while maintaining both comprehensive benefits and affordable employee costs.
  • Recommended changes to temporary staffing contracts and usage as a budget reduction measure resulting in a $460K annual cost savings.
  • Achieved a back office work requests reduction of 58% resulting in a total cost savings of $2.3 million.
  • Designed and implemented HR cost savings models that resulted in a $1.5M cost/expense savings for the organization.
  • Realigned business units to a global shared services design that resulted in $6 million in cost savings.
  • Realized cost savings of $149K in first year by redesigning and implementing new corporate relocation policy.
  • Achieved cost savings of 12% by negotiating consolidation of 2 local contracts into 1.
  • Achieved $30K cost savings by developing Corporate Housing Program for employees on H1-B Visas.
  • Simplified global travel and relocation services resulting in a cost savings of $2 million.
  • Achieved annual cost savings of 50% by finding and eliminating waste.
  • Implement new benefits program that created a cost savings of 1.5 million.
  • Streamlined job offer process that resulted in significant company cost savings.
  • Completed an RFP process for cost savings.
  • Cost Savings * Saved the organization over $450,000 in damages by successfully negotiating the settlement of a discrimination lawsuit.
  • Implement Continuous Improvement strategies and Lean Manufacturing methodologies to drive cost savings and efficiencies throughout HR and the facility.
  • Cost Savings Initialization & tracking Organizational skillset reassessment & strategic sourcing

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42. Disciplinary Actions

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low Demand
Here's how Disciplinary Actions is used in Senior Human Resources Manager jobs:
  • Established and regularly reviews personnel policy and employee relations guidelines which includes disciplinary actions, investigations, and employee morale programs.
  • Developed in-house disciplinary actions training programs, resulting in approximately $50,000 training cost savings.
  • Coached supervisors on disciplinary actions and termination process including appropriate documentation of employee issues.
  • Conducted comprehensive investigations ensuring fairness and diplomacy, and administered disciplinary actions.
  • Approved written documentation such as disciplinary actions, and performance reviews.
  • Coordinated disciplinary actions and assure management adheres to progressive discipline procedures.
  • Assisted managers in terminations, disciplinary actions and performance reviews.
  • Provide guidance and/or participate in disciplinary actions and terminations.
  • Monitored and reviewed all disciplinary actions.
  • Reviewed and approved disciplinary actions.
  • Initiate various requests for personnel actions such as promotions, reassignments, training, performance-based awards, and disciplinary actions.
  • Investigate problems, such as: working conditions, disciplinary actions, and employee and applicant appeals and grievances.
  • Drive the Store's human resources activities including training, development, selection, feedback/coaching and disciplinary actions.
  • Appointed to investigate, advise, and make recommendations to unit's leadership regarding disciplinary actions.
  • Provided resolutions to issues such as harassment allegations, disciplinary actions, and employee grievances.
  • Resolve employee relations issues, implement disciplinary actions, and manage the termination process.
  • Led corporate labor relations, grievance resolution, and disciplinary actions.
  • Settled 4 outstanding arbitrations stemming from previous disciplinary actions by working closely with Company Management and Legal Counsel to process.
  • Listened, counselled, and resolved group grievances or serious employee complaints; reviewed and approved serious disciplinary actions.
  • Facilitated new hire orientation Handled all employee relation matters to include investigations, rendering & reviewing disciplinary actions (i.e.

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43. Process Improvement

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low Demand
Here's how Process Improvement is used in Senior Human Resources Manager jobs:
  • Managed global projects and hiring initiatives related to the overall HR organization in the areas of process improvement and increased efficiency.
  • Manage terminations and off boarding processes, Recommend process improvements and highlights opportunities for increased consistency/efficiency.
  • Collaborated on business plans, loan applications, process improvements, and business optimization initiatives.
  • Implemented and monitored continual process improvements resulting in significant process and procedure changes.
  • Championed key process improvements and facilitated group interaction leading to additional ideas.
  • Revised exit interview procedure to create process improvements and creating solutions.
  • Recognized for process improvement and audit success.
  • Drive change management and process improvement initiatives.
  • Achieved high rating for process improvement initiatives.
  • Propelled process improvements within the Recruiting Process Outsourcing (RPO) model, decreasing time to fill by 50%.
  • Initiate and recommend HR process improvement initiatives to assist in the transformation of the organization into a best-in-class HR team.
  • Demonstrated leader in program design, project management and process improvement for employee life cycle.
  • Implemented Human Resources Business Reviews with client group as highly effective process improvement tool.
  • Analyzed the operations and efficiency of the call center and recommended process improvements.
  • Drive operational excellence through process improvement using systems, resources, and metrics.
  • Led process improvement effort to identify gaps and minimize payroll processing steps.
  • Assisted direct report in redesign of new hire and termination process improvements.
  • Spearheaded departmental process improvement initiatives and implementations, enabling maintenance of 99% staff onboarding and processing rate.
  • Played key role in identifying workflow and process improvements leading to successful implementation.
  • Lead HR process transformation and ongoing process improvement initiatives: Serve as the project manager on integration of HR process functions.

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44. Due Diligence

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low Demand
Here's how Due Diligence is used in Senior Human Resources Manager jobs:
  • Participated in due diligence for acquisitions and implemented integration plans for newly acquired companies.
  • Managed due diligence and cross-functional work teams resulting in successful on-time, in-budget implementations.
  • Complete due diligence on acquisition opportunities.
  • Managed the due diligence process, attended strategic meetings, and worked to integrate the facility over a two year period.
  • Work stream leader for due diligence process during two acquisitions of which one included a plant closure/relocation to North Carolina.
  • Completed HR and Labor Relations due diligence on a portfolio of over $500M in potential mergers and acquisitions.
  • Led human resource due diligence efforts for the successful divestiture of aftermarket subsidiaries in the US and Mexico.
  • Performed detailed plan analyses, due diligence, plan compares and recommendations for the Merger and Acquisition process.
  • Participated in various Human Resources projects, State and Government audits, Due Diligence and RFP efforts.
  • Conducted due diligence, and worked with internal HR Compliance and Legal departments to mitigate risk.
  • Participated in the due diligence and the Phase 1 integration for two acquisitions based in France.
  • Recognized for key role in due diligence in corporate-wide acquisition of a $550 million business.
  • Co-led merger team in due diligence and integration of workforce in the acquisition of 1100 employees.
  • Supported the full range of M&A activity from due diligence to integration.
  • Led the HR due diligence and integration of staff acquired through multiple acquisitions.
  • Lead on due diligence reviews and preparation for two S1 filings for company.
  • Participated in M&A due diligence, transition and integration activities.
  • Led and performed all HR due diligence for a west coast acquisition.
  • Provide insight, leadership, complete research and due diligence.
  • Trusted member of the team that conducted due diligence during pre and post-acquisition of PopCap by EA.

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45. Business Goals

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low Demand
Here's how Business Goals is used in Senior Human Resources Manager jobs:
  • Identified significant legal exposure in California operations and worked through resolution to diminish risk while still achieving business goals.
  • Created and monitored human resource metrics to identify trends and recommended improvements to ensure alignment with business goals.
  • Developed and implemented recruitment strategies aligned to annual business goals.
  • Key business goals were to maintain union free status and partner with operations leaders in driving World Class Manufacturing best practices.
  • Designed, implemented, and executed HR business plans that align HR objectives with international and regional business goals and objectives.
  • Redesigned HR organization to support annual growth projections through recruiting and retention, resulting in enhanced support of the business goals.
  • Implemented strategic and innovative solutions in partnership with HR peers to support the global business goals of Erickson Living.
  • Provided HR leadership and business partnering to assigned client group to ensure and align HR strategies with business goals.
  • Partnered with business managers to improve employee selection processes and ensure HR alignment with immediate and long-term business goals.
  • Provided HR consulting to leadership team while supporting business goals, employee relations, and rules of engagement.
  • Influence and advise News leadership on workforce strategies and objectives aligned with team needs and business goals.
  • Partner with Centers of Excellence to design and implement program strategies to support long-term business goals.
  • Aligned human resources initiatives and activities to support local business needs and achieve strategic business goals.
  • Develop management plans that identified and prioritized activities to accomplish short and long term business goals.
  • Ensured consistent communication, alignment of business goals, human resources initiatives, and merger activities.
  • Align with business goals and ensure talent management, succession planning, training needs.
  • Developed and implemented the Company's human resource strategies in conjunction with business goals.
  • Build partnerships across business groups and functions to support the achievement of business goals.
  • Partnered with VPs to define & implement a new organizational structure better aligned with business goals & strategic objectives.
  • Designed and delivered eight (8) separate curriculums to support business goals, including QS-9000 (ISO).

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46. Flsa

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low Demand
Here's how Flsa is used in Senior Human Resources Manager jobs:
  • Conducted position analysis to create accurate job descriptions in accordance with appropriate FLSA regulation classifications.
  • Reduced potential FLSA violations by performing an internal audit of exempt/non-exempt classifications
  • Created a Leveling Tool, New Job Descriptions, Career Path Matrix and conducted an FLSA review for these groups.
  • Led salary negotiations, FLSA status reviews and action steps; analyzed market pay data, etc.
  • Led pro-active FLSA review for major customer program to ensure all employees on contract were classified appropriately.
  • Ensured compliance with regulatory requirements, including FMLA, FLSA, and EEO.
  • Coordinated the updating of all job titles making them FLSA compliant.
  • Administered various compliance programs including EEOC, FMLA, FLSA, ERISA, HIPAA and OSHA.
  • Interpreted all legal aspects of FMLA, COBRA, ADA, EEOC, and FLSA Provided policy development and employee- supervisor coaching

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47. Human Resources

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low Demand
Here's how Human Resources is used in Senior Human Resources Manager jobs:
  • Developed Human Resources initiatives to provide transition support in conjunction with organizational changes and reductions in force.
  • Linked overall Human Resources strategy into business plans for business partners, identified and managed employment-related risks.
  • Develop and conduct Human Resources and Organizational Development related training.
  • Provide functional support for day-to-day operations of Human Resources function.
  • Developed and revised human resources policies.
  • Support Human Resources initiatives while providing advice and council to campus President, Administration, Full-time and Part-time Staff and Faculty.
  • Managed all areas of human resources to include a staffing team of 15 focused primarily on the Federal Government cleared market.
  • Hired to develop, consolidate and improve all Human Resources functions for an organization that was changing its business model.
  • Created Human Resources Department from the ground up, with Soldiers that had been assigned to the unit.
  • Interpret Human Resources policies, procedures and processes as related to daily campus activities.
  • Received Pinnacle Award in 2009 by the Pharmacy Division for exceptional Human Resources support.
  • Provided HR leadership to the Global Human Resources group of nearly 2000 employees worldwide.
  • Reported directly to the Vice-President of Human Resources and supervised 3 HR employees.
  • Provided an effective and efficient Human Resources Department for 4 locations across Louisiana.
  • Provided leadership in developing and managing all human resources programs and services.
  • Manage 5 direct reports to support corporate and field based Human Resources.
  • Directed all human resources functions for two acquisitions.
  • Managed Human Resources activities for over 5,000 Soldiers.
  • Supervised Administrative Assistant and acted in the Human Resources Director's absence.
  • Key Results: Key leader in Human Resources' strategic five year plan.

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125 Human Resources Jobs

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48. Executive Management

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low Demand
Here's how Executive Management is used in Senior Human Resources Manager jobs:
  • Partner with Executive Management and benefit broker to balance and evaluate market data to implement an attractive and affordable benefit package.
  • Developed and executed training programs on selected topics as assigned by senior management and executive management.
  • Partnered with Senior and Executive management to develop a diversity recruitment strategy for individual teams.
  • Prepared and presented formal recommendations to executive management and the Board of Directors.
  • Developed and cultivated strong business partnerships with middle and executive management teams.
  • Partnered with executive management team to ensure timely and effective contract negotiation.
  • Prepared recommendations to executive management concerning Human Resources policies and practices.
  • Established leadership development training programs for executive management and front-line supervisors.
  • Partner with executive management regarding strategic planning, initiatives and procedures.
  • Coordinated and hosted Executive Management new hire orientation.
  • Provided functional guidance and counsel to executive management and senior HR leadership regarding employee relations' issues.
  • Serve as a strategic member of the executive management team providing risk assessments of HR-related issues.
  • Acted as HR Business Partner to executive management in strategic and operational plans.
  • Provided counseling to all levels of employees up to and including executive management.
  • Work closely with executive management team supporting all areas of human resources.
  • Selected as a critical resource to retain by Executive Management.
  • Compile special reports for Executive Management and Board of Directors.
  • Key member of the Faculty/ Department Executive Management Committee in each of the areas in my portfolio.
  • Served as an active member of the Executive Management Team Directed/supervised the HR Team of 2.5 employees
  • Recruit for all exempt senior and executive management positions Lead the annual performance management cycle.

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49. Staff Members

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low Demand
Here's how Staff Members is used in Senior Human Resources Manager jobs:
  • Supervised quality assurance procedures; advised company executive, adjutant, and other staff members on human resource administration activities.
  • Supervised quality assurance procedures and advised commander, Human Services Officers and other staff members on human resource administrative activities.
  • Supervised quality assurance procedures and advised directors, senior managers, and staff members on Human Resources administration activities.
  • Coordinate new hire orientation and on-boarding of managers and part-time seasonal staffs with up to 200 new staff members per year.
  • Directed a wide-range of human resources functions with 12 staff members for the Child Support Department with more than 725 people.
  • Performed all HR functions including staffing, training and responsible for 3 sites and 1500 union and non-union staff members.
  • Managed all promotions, awards, personnel evaluations, in addition to teaching personnel staff members on related subject matters.
  • Cross-Trained and advised staff members on personnel operations, group level tasks, and correspondence resulting in improved team cohesiveness.
  • Advised the senior supervisor and staff members on the day to day operations of the installation.
  • Served as official mentor to several junior level Human Resources staff members (2010-2011).
  • Mentored junior HR staff members and new client leaders to build a higher performing organization.
  • Provide technical direction, leadership, guidance, and support to HR staff members.
  • Participate in change management planning and implementation * Supervise HR staff members and receptionist.
  • Head up a Human Resource team of 4-staff members which includes an H.R.
  • Served as advocate for staff members regarding personal or financial matters.
  • Hired, supervised and conducted performance reviews for HR staff members.
  • Assisted in identifying key staff members.
  • Facilitate ongoing development training to staff members to ensure personal and company goals are met.
  • Advised the Battalion commander , Adjutant and other staff members on personnel administration matters.
  • Supervised a full time human resources/administrative staff in support of over 800 staff members.

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50. Cobra

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low Demand
Here's how Cobra is used in Senior Human Resources Manager jobs:
  • Handled benefits and compensation packages, including annual cost review, enrollments, invoice management, termination of benefits and COBRA.
  • Key contributor on company-wide project initiatives that include Open Enrollment, PeopleSoft upgrade, COBRA outsourcing, and online pension administration.
  • Perform administrative oversight for clients to include FMLA, COBRA, Benefit Administration, Workers Compensation, and Unemployment.
  • Administered all benefit programs, including medical, dental, vision, 401K, COBRA and ST/LTD disability plans.
  • Manage the Summer Leave of Absence COBRA and Direct Bill Benefit process for over 30,000 employees on seasonal layoff.
  • Handled complaints, grievance procedures, and administered benefits, including COBRA compliance procedures for over 2000 county employees.
  • Manage employee exit-process including meeting with employee, obtaining equipment, notifying other departments, and managing Cobra.
  • Managed the long term and short term disability program, including COBRA and the State plan.
  • Coordinate all phases of Workers' Compensation claims, COBRA, FSLA and Unemployment Benefits.
  • Managed terminations and exit interviews, leaves of absence, separation agreements and COBRA.
  • Administered all benefits and employee programs, workers compensation, and COBRA.
  • Maintain HIPPA, COBRA, OSHA, ADA, and EEOC materials/processes/communication.
  • Conduct exit interviews for terminated employees as well as Cobra distribution.
  • Benefit administrator for QMSO, Dependent management and COBRA for ~12,000 employees
  • Created standard business process for COBRA and Worker's Compensation compliance.
  • Assure company compliance with ACA, ERISA, HIPAA, COBRA, FMLA, IRS and DOL regulations.
  • Served as the 401(k) administrator; ensured compliance with COBRA, FMLA, and HIPAA.
  • Administered FMLA, LOA, Terminations, and COBRA.
  • Converted payroll system from Ceridian to ADP; mapping, testing, bundled COBRA & FSA programs.
  • Work with multiple benefit carriers for: Health, Dental, Group Life/ADD/LTD, FSA, and COBRA.

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Senior Human Resources Manager Jobs

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20 Most Common Skills For A Senior Human Resources Manager

Ensure Compliance

12.7%

Personnel Files

11.5%

Performance Management

10.5%

Workforce

7.1%

Company Policies

6.7%

Strategic Business Partner

6.1%

Succession Planning

5.6%

Organizational Development

4.5%

Hris

4.1%

EEO

3.9%

Training Programs

3.9%

Business Units

3.7%

Diversity

3.2%

Performance Reviews

2.7%

Fmla

2.6%

SR

2.5%

Leadership Development

2.3%

Labor Relations

2.2%

Customer Service

2.2%

Action Plans

2.2%
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Typical Skill-Sets Required For A Senior Human Resources Manager

Rank Skill
1 Ensure Compliance 9.2%
2 Personnel Files 8.3%
3 Performance Management 7.6%
4 Workforce 5.1%
5 Company Policies 4.9%
6 Strategic Business Partner 4.4%
7 Succession Planning 4.1%
8 Organizational Development 3.2%
9 Hris 3.0%
10 EEO 2.8%
11 Training Programs 2.8%
12 Business Units 2.7%
13 Diversity 2.3%
14 Performance Reviews 1.9%
15 Fmla 1.9%
16 SR 1.8%
17 Leadership Development 1.7%
18 Labor Relations 1.6%
19 Customer Service 1.6%
20 Action Plans 1.6%
21 Workers Compensation 1.5%
22 Employment Laws 1.4%
23 Direct Reports 1.4%
24 Job Descriptions 1.3%
25 Management System 1.3%
26 Career Development 1.2%
27 Benefits Administration 1.2%
28 Osha 1.1%
29 Sexual Harassment 1.1%
30 Curriculum Development 1.1%
31 Conflict Resolution 1.0%
32 Open Enrollment 1.0%
33 Business Leaders 0.9%
34 Business Objectives 0.9%
35 ADP 0.9%
36 Strategic Plan 0.8%
37 Exit Interviews 0.8%
38 Legal Compliance 0.8%
39 Peoplesoft 0.8%
40 Military Personnel 0.8%
41 Cost Savings 0.7%
42 Disciplinary Actions 0.7%
43 Process Improvement 0.7%
44 Due Diligence 0.6%
45 Business Goals 0.6%
46 Flsa 0.6%
47 Human Resources 0.6%
48 Executive Management 0.6%
49 Staff Members 0.6%
50 Cobra 0.6%
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