1. Kevin D. Orr
______________________________________________________________________
18 Whittier St. #2F, Cambridge, MA 02140 | C: 480-353-7663 |E: Kevindorr@yahoo.com
Career Objective
Innovative and results-driven human resources professional with 11+ years of human resources
experience. I am searching for new opportunities in the human resources field to expand my
skillset and knowledgebase.
Employment History
Fresenius Medical Care | May 2015 - current
Gap, Inc. | August 2000 - November 2014
Employee Service Center Representative:
•Fresenius Corporate Offices, MA … May 2015 – current
Assistant General Manager: (March 2005 – December 2005, July 2009 – November 2014)
•Cambridgeside Galleria, MA … September 2013 - November 2014
• Harvard Square, MA … February 2013 - September 2013
• Cambridgeside Galleria, MA … November 2012 - February 2013
• Faneuil Hall, MA … September 2012 - November 2012
• Scottsdale Fashion Square, AZ … April 2012 - September 2012
• Cambridgeside Galleria, MA … October 2011 - April 2012
• Chandler Fashion Center, AZ … July 2009 - October 2011
• Park Meadows Mall, CO … March 2005 - December 2005
Assistant Manager: (December 2005 – July 2009)
• Casa Paloma, AZ … August 2008 - July 2009
• Chandler Fashion Center, AZ … December 2005 - August 2008
Visual Merchant
• Park Meadows Mall, CO … May 2002 - March 2005
Sales Associate
• Arbor Place Mall, GA … August 2000 - May 2002

2. Human Resources Experience (Fresenius)
Customer Service
 Responsible for driving the FMCNA culture though values and customer service standards.
 Accountable for outstanding customer service to all external and internal customers.
 Develops and maintains effective relationships through effective and timely communication.
 Takes initiative and action to respond, resolve and follow up regarding customer service
issues with all customers in a timely manner.
Principle Responsibilities and Duties
 Initial point of contact for employees with routine HR related inquiries and issues. Initial
point of contact for managers needing routine HR systems and process support.
 Provides information to employees on HR/ employment policies and practices.
 Processes HR and benefits transactions and supports the auditing of information
 Responds to routine inquiries from executives, managers and employees relating to general
HR policies, practices, processes and systems.
 Adheres to established processes, procedures, and systems to resolve employee inquiries
 Provides superior customer service to all employees by promptly responding to employee
inquiries
 Achieves performance measures and adheres to established customer service standards
 Escalates non-routine matters to appropriate individuals or groups
 Maintains records relating to employee inquiries via a case management tool
 Processes HR and benefits transactions in PeopleSoft, Taleo, and other HR applications.
 Participates in information sharing with other service center representatives; identifies trends
and passes recommendations for improvement to the Tier 1 Leader and Tier 2 HR Specialist
 Supports HR team by providing clerical and administrative support.
Additional Responsibilities and Achievements
 Committee member for the ASK HR Project to stream ASK HR process for the ESC team
including creating templates and consolidating policies and procedures to a central location
 Drafted several quick cases that were implemented in the Case Management system
 Awarded the Rookie of the Year for 2015 in the field of Human Resources
Human Resources Experience (Gap)
Hiring and Retention
• Responsible for recruiting, interviewing and hiring one-third of total store staff, consisting of
30-75 employees per store.
• Met with new hires to review business guidelines and policy.
• Administered hiring paperwork, including W-4 and I-9 forms.
• Retained staff by boosting employee morale and performance through recognition and
incentive initiatives, including:
• Employee Appreciation Week twice per quarter.
• The Employee of the Month program.
• Facilitating the corporate RAVE rewards system, in which employees are awarded points to
apply toward online purchases.

3. Training and Development
• Conducted new employee orientations during big-hire seasons to foster positive attitudes
toward company objectives. Reviewed corporate policies, employee dress code, Zero Means
Zero harassment and discrimination policy, Gap’s open-door policy, loss prevention, product
knowledge, Gap Card legal policies, and state and federal laws, statutes and regulations.
• Hosted districtwide employee and management training workshops on product information,
visuals, marketing and merchandising across the Boston, Phoenix and Denver markets.
• Created development plans for 22 direct-report managers, built strong and cohesive
management teams within the store, and oversaw the promotion of 7 managers to higher-
grade positions, as well as 3 associates to management positions.
Employee Relations, Mediation and Conflict Resolution
• Fostered a healthy workplace environment by maintaining an approachable, but results
oriented, management style and serving as a trusted link among all staff.
• Worked to resolve employee-employee, employee-management and management-
management workplace issues by handling questions, interpreting corporate policy and
administering relevant paperwork, including incident reports.
• Played a crucial role in identifying employee theft behaviors, and partnered with the loss
prevention agent on issues related to employee and customer theft.
Payroll Administration
• Administered, submitted and appropriately filed payroll reports on a weekly basis. Monitored
and reviewed employee hours, vacation time, sick days and leaves of absence. Made payroll
adjustments if necessary. Adhered to all payroll policies.
Operations Management
• Implemented corporate policies, conducted weekly audits and ensured compliance with
federal and state laws. Audits involved making sure:
• I-9 forms were correctly filled out and filed, ensured files were up to date.
• Bank drafts and bank deposit book completed correctly and locked in safe.
• Exit ways clear, adequate space in walkways and between generators and store product.
• Trash inspections were conducted via closed-circuit television to check for internal theft.
• Sensors and tags in proper location and employee lockers adhered to company policy.
• Meal breaks compliance.
• Created employee and management schedules and monitored and controlled employee hours.
• Met daily budget goals by adding or reducing employee hours based on sales.
• Communicated to staff and implemented any company policy changes.
• Directed staff, wrote management reports, and maintained personnel records.
• Ordered supplies, carried out replenishment procedures, organized marketing and backroom
stock, and in charge of in-store online orders.
Education
• University of Phoenix | Associate of Arts in Business … Graduated February 2013
• Douglas County High School, GA | Diploma … Graduated May 2002
Certifications
• SHRM-CP… June 2016