This document is a resume for Amanda Brantley that highlights her HR experience. She is currently an HR Business Partner at Express Scripts where she implements talent strategies, organizational design, and employee engagement programs. Previous experience includes roles as an HR Generalist at Express Scripts and HR Manager at Joyce Meyer Ministries where she led HR functions like recruitment, performance management, and training. She has a Master's degree in HR Management from Webster University.
I've updated my slides on the Business Partner concept and included it in my class on the HRBP Model. Class is next week, February 27-28 at the Pace Midtown Campus.
Mencari karyawan berpotensi itu "mudah" tapi mempertahankan mereka itu ibarat menyusuri lorong sebuah lorong gelap nan jauh...karena hati dan pikiran manusia siapa yang menduga ? Nah dengan memahami tentang hali ini paling tidak dapat sedikit mengobati produga tersebut. Selamat Minikmati...!!!
Human Resource Scorecard, HR Scorecard illustrates the most important actions performed by the human resource department including its achievements, productivity, etc. HR Scorecard can also be stated as a procedure by which the non-financial, as well as the financial targets or metrics, are assigned to the HRM related activities group which are needed to accomplish organizational strategic goals and monitor results.
For organization, HR Scorecard development is continuous process. It is crucial for the HR professionals to keep themselves ready and prepared in order to face changes within organization.
I've updated my slides on the Business Partner concept and included it in my class on the HRBP Model. Class is next week, February 27-28 at the Pace Midtown Campus.
Mencari karyawan berpotensi itu "mudah" tapi mempertahankan mereka itu ibarat menyusuri lorong sebuah lorong gelap nan jauh...karena hati dan pikiran manusia siapa yang menduga ? Nah dengan memahami tentang hali ini paling tidak dapat sedikit mengobati produga tersebut. Selamat Minikmati...!!!
Human Resource Scorecard, HR Scorecard illustrates the most important actions performed by the human resource department including its achievements, productivity, etc. HR Scorecard can also be stated as a procedure by which the non-financial, as well as the financial targets or metrics, are assigned to the HRM related activities group which are needed to accomplish organizational strategic goals and monitor results.
For organization, HR Scorecard development is continuous process. It is crucial for the HR professionals to keep themselves ready and prepared in order to face changes within organization.
Nchra hr as a strategic partner designing strategic initiativesDavid Kovacovich
Here is a slidedeck from a seminar I conducted for HR Professionals via NCHRA in 2013. We focus on workshopping vital areas of Organizational Development to evolve company culture.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
Whether you are new to the HR profession or experienced in the field, this session will provide an overview of the key responsibilities of a human resource professional. SHRM, the largest HR association in the world will provide a review of trends, useful metrics, and challenging HR issues. In addition, key business functions and strategies to drive organisational results will be highlighted. By attending this session you will be able to enhance your knowledge of the general competencies of an HR professional and describe current trends and best practices in each of the HR functions.
Robert Garcia, Director for Global Business, SHRM
Nchra hr as a strategic partner designing strategic initiativesDavid Kovacovich
Here is a slidedeck from a seminar I conducted for HR Professionals via NCHRA in 2013. We focus on workshopping vital areas of Organizational Development to evolve company culture.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
The Role of the HR Professional in Creating a High-Performance OrganisationThe HR Observer
Whether you are new to the HR profession or experienced in the field, this session will provide an overview of the key responsibilities of a human resource professional. SHRM, the largest HR association in the world will provide a review of trends, useful metrics, and challenging HR issues. In addition, key business functions and strategies to drive organisational results will be highlighted. By attending this session you will be able to enhance your knowledge of the general competencies of an HR professional and describe current trends and best practices in each of the HR functions.
Robert Garcia, Director for Global Business, SHRM
Rising Star Aadi who is out to erase the bad memories of Sukumarudu is getting ready to entertain movie lovers saying Pyar Mein Padipoyane. The film directed by Ravi Chavali is readying for grand release on May 16th.
THE PROGRAM
GOLDEN VISA – Residence Permit / Portugal Passport
Benefits:
Can Live in all Schengen Countries
Can Work in all Schengen Countries
Can Travel within all Schengen Countries
Can Request Citizenship and get Portuguese Passport after 6 years
Can Establish a Business in all Schengen Countries
Can Enroll Kids in All Public Schools for Free or Private as Local
If working in Portugal can enjoy all benefits of Social Welfare including free hospitals
Can give birth to a Child in a Public Health Institution without any costs and for next 2 years
Can enjoy Retirement Pension
Extremely low minimum stay requirement (7 days first year and 14 days following periods of 2 years)
Strategic, results-oriented professional Human Resources Executive with tangible results in areas of Executive Coaching (C-Suite and below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning, Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology procurement and upgrades. Local, International and Global support including tailored Engagement Plans for each region. Experience building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and classes, IT and HRIS system implementation.
I am confident & highly skilled HR professional with over 4 years of extensive industry experience & international exposure with local & foreign firms. Having years of operational experience in delivering business value. Moreover, I have demonstrated fine capability to work with senior leadership on HR plans development.
I possess significant experience in organizational development & change management in complex, multicultural matrix organizations through key HR verticals, talent acquisition & retention, learning & development, compensation & benefits, employee engagement, grievance handling, human resource information system, HR compliance & audit.
Recognized as a collaborative leader who creates vision, synergies & business results, I ensure HR value creation through people, process & systems optimization to deliver results. Extremely capable to efficiently handle conflicts & manage employee relations; effectively using Human Resource Management System (HRMS) & SAP HR Module, MIS & SPSS to understand HR structure & design tailored policy.
Professionally groomed person having excellent entrepreneurial experience, I follow highly ethical work standards with a positive outlook & create efficient processes to juggle multiple tasks & projects simultaneously.
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Specialties: | Human Resource Management | Performance Evaluation | Talent Acquisition | Organizational Development | Training Need Analysis | Employee Relations | Change Management | Conflict Management | Learning & Development | Human Resource Management System (HRMS) | SAP HR Module | MIS | SPSS | Interpersonal Skills | Presentation Skills | Communication Skills |
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I am looking for management level position in HR domain in Pakistan & abroad. I can be reached through below mentioned channels:
Email: sw.kazi@hotmail.com
Phone: +92(300)8202374
Skype:Sarmad.kazi
1. Amanda Brantley
42 Frontier Trail
Fenton, MO 63026
314.604.6480
abrantley15@gmail.com
HR Skills
• Strategic Partnership
• Workforce Planning
• Talent Management
• Performance Management
• Organizational Development
• Stakeholder Management
• Executive On-boarding
• Program/Project Management
• Employee Relations
• Training & Development
• HRIS Technologies
• Employment Law
• HR Development
• Recruitment & Retention
• Needs Assessments
Professional Experience
EXPRESS SCRIPTS — St. Louis, MO
HR Business Partner, 9/2015 - present
Accountable for delivering HR solutions and expertise to client groups to implement human resource strategies
that support enterprise initiatives, achieve business results and enable sustainable growth. Provide input and
assist Business leaders with the implementation and execution of talent strategy, organization design,
employee engagement and culture through programs such as talent planning, succession planning to ensure
the business is prepared for the future. Collaborate with business leaders, COEs, and Shared Services to
develop plans and actions that support client goals and strategies. Utilize COE programs to recommend
strategic solutions aligned to client goals. Collaborate with the COE to develop specialized solutions.
Key Results:
• Implemented 90-day plans to integrate new client groups to changing HR Model
• Supported and advised business leaders through a new year-end performance management program and
complex compensation planning
• Implemented talent strategies for client groups to include new organization design, promotion of key
executive leaders, on-boarding new VPs, creation of new jobs/job families, building compensation packages
for new key talent, identify top talent and high potential employees, engage high potential employees in
enterprise leadership programs
• Support and advise an IT Director-level committee implementing succession and development tools for mid-
level management
• Supported and advised Business Leaders on data analytics of employee engagement survey and
implementation of action plans to address employee concerns
Sr. HR Generalist, 4/2014 - 9/2015
Provide coaching and consulting to business leaders and employees in the areas of HR best practices,
performance management, compensation, employee retention, talent management, leader/employee
development, positive employee relations practice and policy interpretation and implementation.
Key Results:
• Participated and advised a leaderless, cross-functional team to create recommendations to improve the
culture for employees within the organization through internal/external research; pulse survey has shown an
increase in employee engagement since implementation of recommendations
• Advised and supported business leaders through new organization models
• Created a talent strategy meeting to identify high potential, top performers, critical talent, retention
strategies, development opportunities and talent mobility across the IT Director organization
• Participated and advised a committee focused on identifying and creating development opportunities
throughout the organization
2. HR Generalist, 1/2013 - 4/2014
Provide direct support to HR Sr. Director and a team of HR Consultants, and in-direct support to CIO and VPs
in multiple areas of HR initiatives including Compensation Planning, Performance Management, Workforce
Planning, Recognition, Employee Relations and ongoing business needs.
Key Results:
• Created and implemented a revised Talent Scorecard reviewed monthly by Business Leaders to assist in
talent strategies
• Improved efficiencies and participation of a temporary recognition program to reward talent involved in the
integration of a major merger/acquisition
• Provided support and guidance for a complex Compensation Planning process by providing in-depth data
analytics out of two separate systems
JOYCE MEYER MINISTRIES - Fenton, MO
HR Manager, 6/2010 - 1/2013
HR Supervisor, 4/2008 - 6/2010
Manage and lead a team of HR Professional to provide support to leaders and employees in the areas of
recruitment, new hire orientation, on-boarding, time and attendance, performance management, employee
relations, ADA, FMLA, benefits, training and development, coaching, recognition, and wellness.
Key Results:
• Research, proposal, and implementation of a cutting-edge, online recognition tool to improve employee
morale and engagement
• Transition to a new and improved HRIS system, which automated some HR process including recruitment
and employee tracking, time management, payroll, benefits management, and performance management
• Lead a small team to conduct an enterprise-wide needs assessment to create and implement a
training/development program to meet the needs of the business
Recruiter, 9/2007 - 4/2008
Provided support to business leader’s talent needs for non-technical positions for the areas of Broadcast,
Marketing, Finance, Call Center, Account Management and Security through sourcing, interviewing,
background/reference checks
LIFE SKILLS - St. Louis, MO
Recruiter, 6/2006 - 9/2007
Provided support to the organization’s talent needs for administrative, client-care, and management roles
through sourcing, interviewing, background/reference checks and new hire orientation.
Education
WEBSTER UNIVERSITY - Webster Groves, MO
Master of Arts in HR Management & HR Development
BLACKBURN COLLEGE - Carlinville, IL
Bachelor of Arts in Physical Education - Management