The document summarizes the experience and qualifications of S.A. Stanton for executive human resources management positions. It details her experience leading HR departments with responsibilities such as employee relations, organizational planning, development and assessment, compensation, benefits, training, recruitment, diversity management, safety, and labor relations. It also lists her accomplishments improving employee satisfaction, retention, productivity and controlling costs. Her education includes an M.A. in Public Administration and B.A. in Political Science from the University of Florida along with executive training programs.
The document is a resume for Shannon D. Carreon that summarizes her experience and qualifications. She has over 25 years of experience in human resources leadership roles with various companies. Her experience includes leading HR functions during mergers and acquisitions, implementing HR systems, developing training programs, and managing employee relations. She holds a Professional in Human Resources certification and is a member of the Society for Human Resource Management.
The document provides a summary of Kathleen S. Springer's experience and qualifications. She is an experienced human resources professional currently serving as Director of Human Resources at Illinois Casualty Company where she oversees HR and administrative departments. Prior to this role, she held various HR leadership roles at other companies. She possesses expertise in strategic HR planning, recruitment, compensation, benefits administration, employment law, and training and development.
This document is a curriculum vitae for Munai Chepkemoi Audrey, a human resources professional with over 8 years of experience. She has held roles such as Head of Human Resources at Bukura Agricultural College and HR and Administration Manager at St. Clare's Kaplong Mission Hospital. Her experience includes recruitment, performance management, training, and developing HR policies and procedures. She holds an MBA in Human Resource Management from Kenyatta University and a Bachelor's degree in Business Management from Moi University.
As a Human Resources executive I’ve developed a strong business acumen working in multiple industries. This exposure allowed for me to become an integral team member of an organization while strategically leading Human Resources initiatives that align with corporate goals. I’ve become a strategic partner whose success is inherent to consistently collaborating with an organization’s leaders.
With 20 years of comprehensive human resources experience, I have a strong level of understanding and utilizing economic, financial, and industry data to accurately diagnose business strengths and weaknesses. Due to my extensive experience with statuary requirements and excellent mediation and negotiation skills I have cultivated a culture of trust among co-workers and all levels of management.
This document contains a summary of Sharad Pathane's professional experience and qualifications. He has over 15 years of experience in human resources management across several industries. Currently, he works as a senior manager of HR at SAKATA INX (I) Ltd, with responsibilities including recruitment, training, compensation, and employee engagement. He holds a B.Sc. in Electronics and an MBA in HR.
Mike J. Turturice has over 14 years of experience in human resources, including serving as HR Director for Mur-Ci Homes. He has extensive experience in areas such as employee recruitment and retention, benefits administration, training, and HR compliance. Turturice aims to foster positive employee relations and implement cost-effective HR programs and policies. Prior to his current role, he held management positions with LG International and Lake Martin Transport, where he successfully developed new operations and HR strategies.
Raquel Diaz has over 20 years of experience in human resources leadership roles. She is currently the Vice President of Human Resources at Boys & Girls Clubs of Central Florida, where she provides HR leadership and support to over 30 club locations serving 14,000 children annually. In previous roles, she transformed HR departments, reduced health care and other costs, developed training programs, and ensured compliance with employment laws and regulations.
Mitzi Arocho resume- Human Resource DirectorMitzi Arocho
Mitzi Arocho has over 20 years of experience in human resources and finance. She currently serves as Human Resources Director for First Hospital Parnamericano in Cidra, Puerto Rico, where she manages HR functions for over 400 employees across multiple locations. Previously, she held HR leadership roles at several large companies, developing HR strategies and managing teams. She has a master's degree in human resources and several certifications in areas like coaching, leadership training, and emergency response.
The document is a resume for Shannon D. Carreon that summarizes her experience and qualifications. She has over 25 years of experience in human resources leadership roles with various companies. Her experience includes leading HR functions during mergers and acquisitions, implementing HR systems, developing training programs, and managing employee relations. She holds a Professional in Human Resources certification and is a member of the Society for Human Resource Management.
The document provides a summary of Kathleen S. Springer's experience and qualifications. She is an experienced human resources professional currently serving as Director of Human Resources at Illinois Casualty Company where she oversees HR and administrative departments. Prior to this role, she held various HR leadership roles at other companies. She possesses expertise in strategic HR planning, recruitment, compensation, benefits administration, employment law, and training and development.
This document is a curriculum vitae for Munai Chepkemoi Audrey, a human resources professional with over 8 years of experience. She has held roles such as Head of Human Resources at Bukura Agricultural College and HR and Administration Manager at St. Clare's Kaplong Mission Hospital. Her experience includes recruitment, performance management, training, and developing HR policies and procedures. She holds an MBA in Human Resource Management from Kenyatta University and a Bachelor's degree in Business Management from Moi University.
As a Human Resources executive I’ve developed a strong business acumen working in multiple industries. This exposure allowed for me to become an integral team member of an organization while strategically leading Human Resources initiatives that align with corporate goals. I’ve become a strategic partner whose success is inherent to consistently collaborating with an organization’s leaders.
With 20 years of comprehensive human resources experience, I have a strong level of understanding and utilizing economic, financial, and industry data to accurately diagnose business strengths and weaknesses. Due to my extensive experience with statuary requirements and excellent mediation and negotiation skills I have cultivated a culture of trust among co-workers and all levels of management.
This document contains a summary of Sharad Pathane's professional experience and qualifications. He has over 15 years of experience in human resources management across several industries. Currently, he works as a senior manager of HR at SAKATA INX (I) Ltd, with responsibilities including recruitment, training, compensation, and employee engagement. He holds a B.Sc. in Electronics and an MBA in HR.
Mike J. Turturice has over 14 years of experience in human resources, including serving as HR Director for Mur-Ci Homes. He has extensive experience in areas such as employee recruitment and retention, benefits administration, training, and HR compliance. Turturice aims to foster positive employee relations and implement cost-effective HR programs and policies. Prior to his current role, he held management positions with LG International and Lake Martin Transport, where he successfully developed new operations and HR strategies.
Raquel Diaz has over 20 years of experience in human resources leadership roles. She is currently the Vice President of Human Resources at Boys & Girls Clubs of Central Florida, where she provides HR leadership and support to over 30 club locations serving 14,000 children annually. In previous roles, she transformed HR departments, reduced health care and other costs, developed training programs, and ensured compliance with employment laws and regulations.
Mitzi Arocho resume- Human Resource DirectorMitzi Arocho
Mitzi Arocho has over 20 years of experience in human resources and finance. She currently serves as Human Resources Director for First Hospital Parnamericano in Cidra, Puerto Rico, where she manages HR functions for over 400 employees across multiple locations. Previously, she held HR leadership roles at several large companies, developing HR strategies and managing teams. She has a master's degree in human resources and several certifications in areas like coaching, leadership training, and emergency response.
Umesh is seeking a mid-level HR role in a growth-oriented organization. He has 7+ years of experience in HR functions like recruitment, payroll, statutory compliance, compensation and benefits administration, performance management, training and development, employee engagement, and general administration. Currently he is the Deputy Manager of HR and Welfare at MCT Cards and Tech Pvt Ltd, handling the full gamut of HR activities for their workforce of around 800 employees across Karnataka.
Shailesh Chandra Srivastava is a senior HR professional with over 16 years of experience managing HR functions across diverse industries. He is currently the Head of HR at C&S Electric Limited, where he oversees all aspects of HR including strategic planning, policy formulation, talent acquisition, performance management, employee engagement and training. Prior to this role, he held various HR leadership positions at other companies. He has a strong track record of developing HR strategies to streamline operations and capitalize on growth opportunities.
Profile of Senior Human Resources Professional with 19 yrs. experience in Hos...Bharathwaj Rajamani
R. Bharathwaj has over 19 years of experience in human resources management. He is currently the Manager of Human Resources at Adyar Ananda Bhavan Sweets India Pvt. Ltd., where he oversees HR functions for 1,800 employees across 55 outlets. Previously, he held HR leadership roles at several other companies in industries such as catering, airlines, and software. Bharathwaj has expertise in recruitment, compensation, training, performance management, employee engagement, and compliance. His career demonstrates a proven ability to successfully manage the full scope of HR responsibilities for large employee bases.
The document outlines the key responsibilities and tasks of a Human Resources Manager. It discusses areas such as recruiting and staffing, performance management, employee relations, compensation and benefits administration, training, policy development, and ensuring regulatory compliance. It also lists necessary qualifications like a university diploma, professional certificates, strong communication and problem-solving skills, and 6 years of HR experience including 2 years as an HR manager.
The document provides an overview of human resource management (HRM). It discusses the objectives of HRM including improving employee morale and utilizing skills efficiently. It covers key topics such as the importance of HRM for corporate, professional, social and national development. Other sections describe functions of HRM like planning, staffing and development. The document also discusses the evolving role of HR managers in India and factors influencing HRM like technology, laws and the labor market. Overall, the document presents a comprehensive introduction to the concepts, objectives and processes involved in HRM.
This document contains the resume of Chandrashekar L, who has over 11 years of experience in Human Resource Management. He is currently working as a Senior Executive in HR at Golden Gate Group in Bangalore. Previously he worked as an Executive in HR at Integrated Electric Co Pvt Ltd. He has expertise in areas like payroll management, recruitment, performance management, training, and employee welfare. He is seeking new opportunities in HR management with a growth-oriented organization.
The document provides a summary of a candidate's experience and qualifications for a human resources management position. It summarizes their 15 years of extensive experience in human resources, including roles as an HR Manager and Senior Executive. It also outlines their responsibilities managing recruitment, training, performance management, compensation, and industrial relations. The candidate possesses leadership and people management skills with expertise developing and implementing HR strategies, policies and systems.
N. H. Madhual is a senior human resources professional with over 23 years of experience in HR operations and industrial relations. He has extensive experience managing HR functions including recruitment, training, performance management, and employee engagement. He also has a proven track record of maintaining strong industrial relations and resolving employee grievances. Currently he works as the Deputy General Manager of HR and IR at Amira Pure Foods Pvt. Ltd. in Gurgaon, leading a team of 6 personnel.
The document provides a summary of an individual's career in human resources spanning over 10 years, currently holding the position of Deputy Manager - HR. It details his experiences and responsibilities in areas such as talent acquisition, performance management, learning and development, and organization development. The summary highlights his skills in handling large workforces, maintaining employee relations, and initiating benefits for employees.
Characteristics of Human Resource Planningappliview
Human resource planning involves strategic planning to structure the human resources department and workforce. The human resources leader plays an integral role in developing organization-wide roles and objectives, and reinforcing the company's reputation through hiring, training, and promoting employees that represent the company's highest level of service. Human resource development includes learning and development activities, upgrading employee skills through training, and succession planning to ensure a smooth transition and promotion of top talent for the company's future success.
Wendy Papera has over 12 years of experience in human resources management. She has expertise in areas such as recruitment, benefits administration, labor relations, and payroll. She is currently the Human Resources Manager at Helen Woodward Animal Center, where her responsibilities include managing payroll, benefits, workers' compensation claims, and volunteer programs. Previously, she held a similar role at Expo Industries, where she modernized HR practices and developed safety programs to reduce claims and costs.
Sachin Singh is seeking a career in HR and administration. He has 9 years of experience in these areas and is currently working as an Assistant Manager of HR at Lloyds Metals and Energy Ltd. in Chandrapur, Maharashtra. He holds an MBA in HR from Sikkim Manipal University and has experience working for various companies. His skills include recruitment, training, compensation and benefits, industrial relations, systems implementation, and administration. He is seeking to take on more responsibility and contribute to organizational growth.
Rajbir Yadav is seeking an intermediate level position in human resource management. He has over 5 years of experience in HR roles. His experience includes statutory compliance, employee relations, performance management, training and development, recruitment, and employee welfare. He is proficient in tasks like maintaining HR records and registers, preparing returns, handling audits, managing payroll, and ensuring compliance with labor laws. His most recent role was as Assistant Manager HR at Indo Asian Electrical Pvt. Ltd. where he handled various HR functions like training, recruitment, and maintaining statutory compliances.
This document provides a summary of Teresa Alexander's experience and qualifications. She has over 9 years of experience in human resources and holds the PHR and SHRM-CP certifications. Her experience includes HR consulting, high volume recruitment, employee relations, and developing HR policies and programs. She has held HR leadership roles at various companies, including Interim HealthCare and Mosaic, where she was responsible for strategic HR functions. Her skills include employment law, training, benefits administration, and conflict resolution.
This document contains a summary of qualifications and experience for a senior human resources position. It outlines the applicant's 30 years of experience in areas such as human resources management, industrial relations, administration, recruitment and training. Specific roles and responsibilities held include heading HR functions at multiple companies across various industries, handling issues like disputes, unions, strikes and managing large employee bases. The applicant possesses an MBA in HR and law degree focusing on labor laws. Achievements highlighted include successful negotiations, implementing policies and programs, and improving employee relations.
The document outlines the key responsibilities of a HR General Manager role including developing HR policies, facilitating recruitment and training programs, managing performance reviews and compensation, ensuring compliance with labor laws, and fostering a positive organizational culture. The candidate has over 25 years of experience in HR for an automotive manufacturing company with 1000 employees. Their qualifications include diplomas in HR, industrial relations, and a bachelor's and master's degree.
Anita Clearman is a transformational human resources executive with over 25 years of experience in HR leadership roles across various industries including healthcare, retail, and hospitality. She has a proven track record of partnering with operational leadership to improve business performance through talent management strategies like succession planning, training and development, and change management. Currently she is the Regional HR Director for the West Region at ARAMARK Healthcare, where she oversees HR for over 2,500 employees across 20 states and has helped reduce turnover rates significantly through employee engagement and retention initiatives.
This document is a resume for Kasandra Bryant, an experienced human resources professional. She has over 10 years of HR experience, including currently serving as HR Manager for ALL 1 Service, where she oversees HR functions for 300+ employees across 15 states. Previously, she worked as an Administrator Specialist for the United States Army for 15 years, supervising HR departments and functions for up to 1000 soldiers. She holds a Master's degree in Human Resource Management and is working towards her SPHR certification.
The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
Lisa LaGrasta is a Vice President of Human Resources based in Hackettstown, NJ with over 15 years of experience in HR. She has held HR leadership roles at Total HR, Absolute Resource Solutions, Marotta Controls Inc., and Archive Systems Inc. Her areas of expertise include performance management, affirmative action/EEO, process improvement, policies/procedures, compensation/benefits, safety/legal compliance, workforce planning, recruitment, training, and employee relations. She holds a BA in Psychology from the University of New York at Stony Brook.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Mini Melendy has over 25 years of experience in human resources management. She has held positions such as Vice President of Human Resources and Director of Human Resources where she oversaw all HR functions including staffing, benefits, training, and regulatory compliance. She has a proven track record of reducing costs through initiatives like renegotiating health insurance contracts and workers' compensation programs while also improving processes and employee benefits. Mini Melendy also has experience in industries such as healthcare, retail, security, and publishing.
Umesh is seeking a mid-level HR role in a growth-oriented organization. He has 7+ years of experience in HR functions like recruitment, payroll, statutory compliance, compensation and benefits administration, performance management, training and development, employee engagement, and general administration. Currently he is the Deputy Manager of HR and Welfare at MCT Cards and Tech Pvt Ltd, handling the full gamut of HR activities for their workforce of around 800 employees across Karnataka.
Shailesh Chandra Srivastava is a senior HR professional with over 16 years of experience managing HR functions across diverse industries. He is currently the Head of HR at C&S Electric Limited, where he oversees all aspects of HR including strategic planning, policy formulation, talent acquisition, performance management, employee engagement and training. Prior to this role, he held various HR leadership positions at other companies. He has a strong track record of developing HR strategies to streamline operations and capitalize on growth opportunities.
Profile of Senior Human Resources Professional with 19 yrs. experience in Hos...Bharathwaj Rajamani
R. Bharathwaj has over 19 years of experience in human resources management. He is currently the Manager of Human Resources at Adyar Ananda Bhavan Sweets India Pvt. Ltd., where he oversees HR functions for 1,800 employees across 55 outlets. Previously, he held HR leadership roles at several other companies in industries such as catering, airlines, and software. Bharathwaj has expertise in recruitment, compensation, training, performance management, employee engagement, and compliance. His career demonstrates a proven ability to successfully manage the full scope of HR responsibilities for large employee bases.
The document outlines the key responsibilities and tasks of a Human Resources Manager. It discusses areas such as recruiting and staffing, performance management, employee relations, compensation and benefits administration, training, policy development, and ensuring regulatory compliance. It also lists necessary qualifications like a university diploma, professional certificates, strong communication and problem-solving skills, and 6 years of HR experience including 2 years as an HR manager.
The document provides an overview of human resource management (HRM). It discusses the objectives of HRM including improving employee morale and utilizing skills efficiently. It covers key topics such as the importance of HRM for corporate, professional, social and national development. Other sections describe functions of HRM like planning, staffing and development. The document also discusses the evolving role of HR managers in India and factors influencing HRM like technology, laws and the labor market. Overall, the document presents a comprehensive introduction to the concepts, objectives and processes involved in HRM.
This document contains the resume of Chandrashekar L, who has over 11 years of experience in Human Resource Management. He is currently working as a Senior Executive in HR at Golden Gate Group in Bangalore. Previously he worked as an Executive in HR at Integrated Electric Co Pvt Ltd. He has expertise in areas like payroll management, recruitment, performance management, training, and employee welfare. He is seeking new opportunities in HR management with a growth-oriented organization.
The document provides a summary of a candidate's experience and qualifications for a human resources management position. It summarizes their 15 years of extensive experience in human resources, including roles as an HR Manager and Senior Executive. It also outlines their responsibilities managing recruitment, training, performance management, compensation, and industrial relations. The candidate possesses leadership and people management skills with expertise developing and implementing HR strategies, policies and systems.
N. H. Madhual is a senior human resources professional with over 23 years of experience in HR operations and industrial relations. He has extensive experience managing HR functions including recruitment, training, performance management, and employee engagement. He also has a proven track record of maintaining strong industrial relations and resolving employee grievances. Currently he works as the Deputy General Manager of HR and IR at Amira Pure Foods Pvt. Ltd. in Gurgaon, leading a team of 6 personnel.
The document provides a summary of an individual's career in human resources spanning over 10 years, currently holding the position of Deputy Manager - HR. It details his experiences and responsibilities in areas such as talent acquisition, performance management, learning and development, and organization development. The summary highlights his skills in handling large workforces, maintaining employee relations, and initiating benefits for employees.
Characteristics of Human Resource Planningappliview
Human resource planning involves strategic planning to structure the human resources department and workforce. The human resources leader plays an integral role in developing organization-wide roles and objectives, and reinforcing the company's reputation through hiring, training, and promoting employees that represent the company's highest level of service. Human resource development includes learning and development activities, upgrading employee skills through training, and succession planning to ensure a smooth transition and promotion of top talent for the company's future success.
Wendy Papera has over 12 years of experience in human resources management. She has expertise in areas such as recruitment, benefits administration, labor relations, and payroll. She is currently the Human Resources Manager at Helen Woodward Animal Center, where her responsibilities include managing payroll, benefits, workers' compensation claims, and volunteer programs. Previously, she held a similar role at Expo Industries, where she modernized HR practices and developed safety programs to reduce claims and costs.
Sachin Singh is seeking a career in HR and administration. He has 9 years of experience in these areas and is currently working as an Assistant Manager of HR at Lloyds Metals and Energy Ltd. in Chandrapur, Maharashtra. He holds an MBA in HR from Sikkim Manipal University and has experience working for various companies. His skills include recruitment, training, compensation and benefits, industrial relations, systems implementation, and administration. He is seeking to take on more responsibility and contribute to organizational growth.
Rajbir Yadav is seeking an intermediate level position in human resource management. He has over 5 years of experience in HR roles. His experience includes statutory compliance, employee relations, performance management, training and development, recruitment, and employee welfare. He is proficient in tasks like maintaining HR records and registers, preparing returns, handling audits, managing payroll, and ensuring compliance with labor laws. His most recent role was as Assistant Manager HR at Indo Asian Electrical Pvt. Ltd. where he handled various HR functions like training, recruitment, and maintaining statutory compliances.
This document provides a summary of Teresa Alexander's experience and qualifications. She has over 9 years of experience in human resources and holds the PHR and SHRM-CP certifications. Her experience includes HR consulting, high volume recruitment, employee relations, and developing HR policies and programs. She has held HR leadership roles at various companies, including Interim HealthCare and Mosaic, where she was responsible for strategic HR functions. Her skills include employment law, training, benefits administration, and conflict resolution.
This document contains a summary of qualifications and experience for a senior human resources position. It outlines the applicant's 30 years of experience in areas such as human resources management, industrial relations, administration, recruitment and training. Specific roles and responsibilities held include heading HR functions at multiple companies across various industries, handling issues like disputes, unions, strikes and managing large employee bases. The applicant possesses an MBA in HR and law degree focusing on labor laws. Achievements highlighted include successful negotiations, implementing policies and programs, and improving employee relations.
The document outlines the key responsibilities of a HR General Manager role including developing HR policies, facilitating recruitment and training programs, managing performance reviews and compensation, ensuring compliance with labor laws, and fostering a positive organizational culture. The candidate has over 25 years of experience in HR for an automotive manufacturing company with 1000 employees. Their qualifications include diplomas in HR, industrial relations, and a bachelor's and master's degree.
Anita Clearman is a transformational human resources executive with over 25 years of experience in HR leadership roles across various industries including healthcare, retail, and hospitality. She has a proven track record of partnering with operational leadership to improve business performance through talent management strategies like succession planning, training and development, and change management. Currently she is the Regional HR Director for the West Region at ARAMARK Healthcare, where she oversees HR for over 2,500 employees across 20 states and has helped reduce turnover rates significantly through employee engagement and retention initiatives.
This document is a resume for Kasandra Bryant, an experienced human resources professional. She has over 10 years of HR experience, including currently serving as HR Manager for ALL 1 Service, where she oversees HR functions for 300+ employees across 15 states. Previously, she worked as an Administrator Specialist for the United States Army for 15 years, supervising HR departments and functions for up to 1000 soldiers. She holds a Master's degree in Human Resource Management and is working towards her SPHR certification.
The document discusses key aspects of human resource management. It describes the core functions of HRM as planning, attracting, developing, and retaining human resources. For each function, it provides details on related processes like recruitment, selection, training, performance appraisal, compensation, and separation. Additionally, it discusses the objectives of HR planning, components of an HRM system, and emerging trends in the field of human resource management. The document serves as an overview of the important concepts in HRM.
Lisa LaGrasta is a Vice President of Human Resources based in Hackettstown, NJ with over 15 years of experience in HR. She has held HR leadership roles at Total HR, Absolute Resource Solutions, Marotta Controls Inc., and Archive Systems Inc. Her areas of expertise include performance management, affirmative action/EEO, process improvement, policies/procedures, compensation/benefits, safety/legal compliance, workforce planning, recruitment, training, and employee relations. She holds a BA in Psychology from the University of New York at Stony Brook.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Mini Melendy has over 25 years of experience in human resources management. She has held positions such as Vice President of Human Resources and Director of Human Resources where she oversaw all HR functions including staffing, benefits, training, and regulatory compliance. She has a proven track record of reducing costs through initiatives like renegotiating health insurance contracts and workers' compensation programs while also improving processes and employee benefits. Mini Melendy also has experience in industries such as healthcare, retail, security, and publishing.
Mini Melendy has over 25 years of experience in human resources management, most recently working as an independent associate for LegalShield providing legal and identity theft protection. She has held various HR leadership roles such as Vice President of HR and Director of HR for companies in industries including publishing, healthcare, retail, and security. Her experience includes responsibilities like recruiting, benefits administration, payroll, and developing HR policies and programs. She has a track record of reducing costs and improving processes around areas like staffing, compensation, and workers' compensation.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
Sabrina Bates is a strategic HR executive with over 25 years of experience leading HR organizations. She has a track record of aligning HR strategies with business objectives to build high-performing teams. Bates has held various HR leadership roles with increasing responsibility at companies such as Gardner Denver and Aker Kvaerner, where she developed talent, improved culture and engagement, and successfully managed acquisitions and restructurings. She now owns her own HR consulting firm, providing strategic counsel to clients.
G. S. Vamshi Krishna Rao has over 11 years of experience in human resources. He currently works as a Human Resource Specialist for SADF Trading and Development Co. Ltd. in Saudi Arabia, where he manages HR functions such as workforce planning, talent management, employee engagement, and performance management. Previously, he held HR roles at Deloitte and BA Continuum Solutions Pvt. Ltd. in India. He has a Master's degree in Business Administration with a focus on Human Resources from Osmania University.
Anshuman Negi is seeking a senior managerial role in human resources with a growth-oriented organization. He has 12 years of experience in human resources management including manpower management, statutory compliance, employee engagement, and training and development. Currently he is the Factory HR Deputy Manager at Delta Power Solutions India Ltd in Pantnagar, India, a role he has held since 2008. Prior to that he held human resources roles at Aurangabad Electricals Pvt Ltd and Maxop Engineering Pvt. Ltd. He has a diploma in personnel management and industrial relations and is pursuing an LL.B.
This document provides the strategic plan for the San Mateo County Human Resources Department for fiscal years 2020-2024. It outlines the department's mission, values, focus areas, and priorities. The key focus areas are talent management, employee experience, and HR excellence. Priorities include expanding recruitment and development programs, maximizing benefits and wellness resources, serving as a strategic partner, and leveraging technology. The plan aims to attract, develop and retain a high-performing workforce to support the county's goals.
Kerri Ambrosi has over 19 years of experience in human resources, focusing on aligning HR functions to drive business performance. She has held HR leadership roles at various companies, implementing initiatives to improve processes, reduce costs, and support business goals. Her experience spans talent acquisition, compensation, employee development, and regulatory compliance across organizations with up to 1,675 employees.
Learn about Steve's career in HR, his accomplishments and how his skills and experience evolved to give him a unique perspective on HR's real role in an organization.
Lubna Tawakkul has over 15 years of experience in human resources and administration. She has experience developing HR policies, procedures, and systems for organizations with over 2,000 employees. Her experiences includes recruitment, training, compensation and benefits administration, and employee relations. She is seeking a challenging position to apply her strategic skills and experience developing and managing HR functions.
Human Resource Management deals with issues related to employees such as compensation, hiring, training, safety, benefits, and development. The objectives of HRM include improving employee and organizational performance, recognizing individual needs, developing human assets, and maintaining employment stability. HRM functions include planning and organizing the workforce, directing employees to achieve goals, controlling performance, recruiting and selecting candidates, training and developing skills, establishing reward systems, and maintaining good industrial relations. Modern challenges for HR professionals include changing customer and employee expectations, increased competition and globalization, ensuring quality improvement, managing a diverse workforce, and adapting to a dynamic business environment.
This document provides an overview of an organization's human resources structure and priorities. It discusses the organization's focus on developing competitive employee packages and programs to retain skilled workers. It also outlines the human resources shared services team structure and priorities around developing inclusive employment policies and programs.
Allison Dunsmuir is a human resources business partner with over 15 years of experience helping organizations transform their workforces and foster high performance. She provides strategic guidance to business leaders on initiatives to support agility and talent management. Allison has expertise in areas such as strategic planning, talent acquisition, learning and development, and compliance. She is currently an HR business partner at Ecova, where she supports executives and helps engage remote employees.
Anita M. Dickey has over 20 years of experience in human resources. She has held senior HR leadership roles at several large companies, including Westar Energy and the City of Olathe. Her experience includes benefits and payroll management, wellness program administration, employee relations, and strategic planning. She is skilled in areas such as legislative compliance, HRIS operations, and union negotiations.
Investing in What Matters – Leadership Strategies for Retaining your WorkforcePublic Consulting Group
Social worker turnover is a national epidemic that child welfare leaders grapple with every day.
In fact, research has found that turnover impacts timeliness of investigations, results in increased repeat maltreatment and delays for permanence for children in care – all child welfare performance measures for which child welfare leaders are responsible.
Ernest Miyanda is a human resources professional seeking a senior management position. He has over 15 years of experience in human resources management, operations, and administration. Currently, he is the Group Human Resources Manager for three oil companies in Zambia, where his responsibilities include developing HR strategies, managing recruitment, compensation, and performance evaluation. Previously, he held head of operations and administration roles at Zambia Centre for Applied Health Research and Development and Railway Systems of Zambia, where he oversaw HR, finance, administration, and operations. He has expertise in areas such as strategic planning, change management, leadership, and financial management.
The document discusses human capital management and developing strategies around it. It provides definitions of human capital management and its aims, which include increasing employee satisfaction, commitment and performance. It discusses developing measures around areas like workforce skills, experience, social networks, behaviors and brand. It also discusses developing human capital management strategies, ensuring they are aligned with business strategies, and selecting relevant measures.
Human capital management aims to increase employee satisfaction and commitment by aligning employee skills and knowledge with organizational objectives. This gives employees a sense of belonging while making them feel valued. Developing a human capital management strategy involves defining goals, identifying required measures, and analyzing how human capital impacts business performance. High-performance work systems utilize practices like training, empowerment, and rewards to facilitate employee involvement, skills, and motivation. Evidence suggests these systems can positively impact financial performance, culture, job satisfaction, and work design.
Director, human resources (best) CV templateMina Gergis
Laura Hope has over 24 years of experience in human resources, including developing international HR departments from scratch. She holds an Executive MBA in International Management and an MS in HR Management. Her experience includes managing HR for organizations with up to 3,000 employees, developing executive training programs, and recruiting senior management internationally. She has expertise in all areas of HR from benefits to training and development.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Easily Verify Compliance and Security with Binance KYCAny kyc Account
Use our simple KYC verification guide to make sure your Binance account is safe and compliant. Discover the fundamentals, appreciate the significance of KYC, and trade on one of the biggest cryptocurrency exchanges with confidence.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf46adnanshahzad
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
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B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
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At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
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Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
1. 1S . A. S T A N T O N
Mobile: 602.622.0682 SASHLEY58@yahoo.com
EXECUTIVE HUMAN RESOURCES MANAGEMENT
Noted for effectively aligning human capital with organizational objectives and
positioning the HR function as a proactive partner with management.
.
Dynamic, results-driven leader with demonstrated executive success providing strong, visionary and innovative
management to drive performance in challenging economies. An authentic manager, offering commitment to
valuing people, creativity, quality, integrity, openness, respect, diversity, and teamwork and who attracts
talented people and inspires them to succeed. Core competencies include:
Leadership and Supervision ...Labor Relations ... Collective Bargaining ... Employment Law ...
Health, Safety and Security ... Compensation and Benefits ... Recruitment and Selection ...
Motivation / Team Building ... Strategic Problem Solving ... Consulting / Outsourcing ...
Consulting / Outsourcing ... Organizational Development ... Conflict Resolution ...
Employee Relations ... Workforce Planning ... Training and Development ...
Workplace Diversity ... Metrics and Benchmarking ... Best Practices ...
Federal / State Regulations ... Filing / Compliance Requirements ...
KEY LEADERSHIP / HUMAN RESOURCE ACCOMPLISHMENTS:
Employee Relations: Fostered positive employer-employee relationships, creating a collaborative work
environment which promoted high employee morale and a 93% customer satisfaction rating.
•Introduced employee recognition and awards, breakfast and lunch with CEO to discuss work place
issues and reducing employee turnover
Organizational Planning: Championed a fair and equitable personnel system to meet current and future
needs of the organization while promoting and defending strong management rights.
•Instituted a comprehensive evaluation system of all employee positions, classifications and job structure
/ design, integrating job restructuring, manpower forecasting and organization realignment involving 220
employee classifications and 937 FTE staff members.
Organizational Development / Succession Planning: Maximized stability and continuity in leadership
and management functions in all work programs, divisions and departments.
•Designed innovative program characterized by leadership workshops for executives, supervisors and
employees, aggressively preparing managers for future responsibility and reducing the annual cost for
recruiting new managers and supervisors.
•Created advancement opportunities for talented supervisors and leaders by performance planning, job
rotation and defining career tract goals.
Assessment and Evaluation: Linked employee job performance to business objectives and approved
performance goals with a comprehensive evaluation and assessment system.
•Rewarded high achievement and documented unsatisfactory performance, developing work
improvement plans to address deficiencies; produced a 96% Goal-Achievement Rate (GAR) for
executive staff and 87% of all employees meeting job performance expectations.
Employment Compensation: Through comprehensive salary assessments, identified and corrected
internal and external pay inequity, ensuring salaries were competitive within the relevant labor market
and sharing all associated data with employees and labor unions.
•Develop sustainable $43.7M compensation programs which addressed rising cost of health insurance while
maintaining competitive package to attract and retain high-performing workforce
2. S . A. S T A N T O N - Page 2
Mobile: 602.622.0682 SASHLEY58@yahoo.com
KEY LEADERSHIP / HUMAN RESOURCE ACCOMPLISHMENTS CONTINUED:
Employment Benefits: Established a progressive flexible benefits program to meet the needs of a
diverse and changing workforce.
•Provided for differential benefit packages based on employee classification, health care needs,
retirement goals and disability concerns.
•Appointed an Employee Benefits Committee to review program annually, examining health care trends,
costs, provider performance, and benefits plan components for continuous improvement in quality and
reducing annual healthcare cost 12%.
Training and Development: Vitalized the progressive training program focused on communications,
human relations, cultural diversity, customer service, technology and computer literacy, quality
improvement, evaluation and assessment, employment law and conflict resolution.
•Provided in-house training to all employees (valued at $450,000 annually), increasing employee safety
and productivity 8%, improving both decision making and problem solving and achieving long-term goals.
Recruitment and Placement: Instituted recruiting and placement practices and procedures to select
qualified employees who would thrive in high-performance work environments.
•Incorporated minority outreach, financial inducement for work-related experience and a full
organizational assessment for new managerial and executive positions.
•Integrated use of employee assessment teams and on-site prospective employee assessments,
targeting diverse backgrounds, experiences, and ideas.
Diversity Management: Promoted an inclusive work environment, adopting formal policies.
Created a workplace Diversity Advisory Committee, established a fully-inclusive mentoring program,
mandated annual diversity and sexual harassment prevention training for managers, supervisors, and
employees and annually celebrated the diversity of all employees.
•Increased minority recruitment by 45% in public safety departments.
Safety and Risk Management: Established an effective program which reduced employee injury 23%
and cost of property / liability insurance by $250,000 annually, workers’ compensation claims and
administration18%; ensured employee safety and training; and reinforced commitment for loss prevention
and control.
•Contained costs annually by 30% by regularly monitoring claims, litigation and third-party
administrative expenses which reduced the number of days lost to industrial injuries 8%.
Labor Relations: Established inclusive working relationships with 7 diverse collective bargaining units to
effectively address employee concerns, resolve disputes and negotiate annual collective bargaining
contracts.
•Maintained collaborative relations with monthly labor-management breakfasts, quarterly meetings,
discipline review boards and extensive employee interactions.
•Evaluated employee rights to negotiate employment terms and conditions while protecting strong
management rights and enhancing productivity by 16% in all enterprise departments.
Wellness Program: Created an innovative program to increase productivity, reduce absenteeism and
control preventable healthcare costs, saving $450,000 in future heath care claims.
•Introduced voluntary seminars throughout the year, an annual employee health screening event,
employee assistance programs and goal-driven participant wellness plans to address health-related risks
and to promote healthy behavior and lifestyle choices.
•Achieved 63% employee participation, reducing cost of drugs by 20% for employee group.
S . A. S T A N T O N - Page 3
Mobile: 602.622.0682 SASHLEY58@yahoo.com
3. HUMAN RESOURCE EMPLOYMENT:
Manager, Largo, Florida (August 1990-March 2007)
Provided leadership for 937 full-time employees in a high-performance work environment, implementing
and monitoring best practices in the Human Resources Department
•Kept top management informed of new developments in field of personnel management and employee
development to maximize quality, productivity and customer service excellence.
Administrator, Berea Kentucky, (November 1986 to July 1990)
Directed the City’s Human Resource functions and prepared recommendations for Mayor regarding
employee recruitment, placement and retention.
•Applied decisive leadership to effect city procedural revisions in compliance with the Fair Labor
Standards Act and OSHA.
Assistant to City Manager, Champaign, Illinois, (August 1984 to August 1986)
Partnered with Assistant City Manager to analyze staffing effectiveness and allocation of personnel
expenses for all city departments and divisions.
•Assumed special responsibility for the relocation of city functions and personnel associated with a
comprehensive renovation of the city’s municipal complex.
Assistant to the Borough Manager, Ketchikan, Alaska, (October 1983 to July 1984)
Designated as the Boroughs’ primary representative for negotiating labor contracts with International
Organization of Masters, Mates and Pilots (MMP) and the Inland Boatmen’s Union (IBU) which reduced
operating costs and strengthened management rights.
•Additionally, conducted performance analyses of Borough operations and made recommendations for
the reorganization of staff and management control systems reducing annual cost of operations by
$300,000.
EDUCATION
UNIVERSITY OF FLORIDA
M.A., Public Administration
B.A., Political Science
PROFESSIONAL DEVELOPMENT - Leadership Training
•Senior Executive in State and Local Government, Harvard University, John F. Kennedy School of
Government, 2005
•Leading, Educating and Developing, University of Virginia, Weldon Cooper Center for Public Service,
2004
•Strategic Public Sector Negotiation, Harvard University, John F. Kennedy School of Government,
1997
•Executive Fellows Program, University of South Florida, Institute of Government, 1994
•Economic Development, University of Oklahoma, Institute of Economics, 1986
Excellence is never an accident.