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Ricki Muller
212 Holly Ct.
Gorgia, KA 11204
(402)951-7210 home (402) 872-6124 cell
SUMMARY:
Service oriented professional with over
twenty years of experience as a Human Resources Generalist and Senior Talent
Acquisition Consultant for a healthcare, law firm, network management/high
tech, distance learning, biotech, financial software, and a sales/service
organization, supporting telephony, hardware and software, demonstrating:
·
Human Resources Management
·
Strong Employee Relations
·
Performance Management
·
Talent Acquisition
·
Compensation
EXPERIENCE:
4/2008 – Present FRESENIUS
MEDICAL CARE NORTH AMERICA Lexington, MA Fresenius Medical Care North America is a major provider of kidney
dialysis services and renal care products. Providing, dialysis care, services,
education, products and support for Chronic Kidney Disease.
Human Resources Business Partner/Senior IT Talent Acquisition
Consultant Human Resources point of contact for all Information
Technology Group’s HR related matters. Support an IT organization of 460
employees with approximately 200 IT Consultants across North America. Assist in the planning, direction and
coordination of all of the human resources management activities of the ITG
organization to maximize the strategic use of human resources functions with a
focus on talent acquisition. Administer
the human resources policies, procedures and programs and human resources
activities to include employee relations, performance management, change
management, talent acquisition, compensation, contractor negotiations,
benefits, and training. Achievements
include:
·
Work as a Business Partner with
ITG Management and Employees by developing and building constructive and
cooperative working relationships at all levels.
·
Provide
employee relations activities to the ITG population. Investigate and resolve employee relation
issues; coach and counsel managers/employees and work to resolution, advising
Senior Director and Legal Counsel on complex/high risk issues.
·
Provide consultation and coaching to managers and employees in the area
of performance management, including the development of performance improvement
plans and all aspects of progressive discipline and documentation.
·
Responsible for delivering all
facets of Talent Acquisition success to the ITG Organization using full life
cycle recruiting methodologies including compensation analysis, recommendations
for hires up to and including Director level.
Assist with filling contractor positions as necessary. Work up
promotional increases on an as needed basis.
·
Contract with vendors to
provide negotiated agency rates for hires.
·
Lead the
evaluation, classification, and rating of all ITG job
descriptions by working with hiring managers, Compensation and Sr. Director
Human Resources; completed 200 IT job descriptions to date.
·
Provide employees with information about
policies, job duties, working conditions, wages, and opportunities for
promotion and employee benefits. Serve
as a link between management and employees by handling questions, interpreting
and administering policies and helping resolve work-related problems.
·
Maintain records and compile
statistical reports concerning personnel-related data such as hires, transfers,
performance appraisals, Talent Acquisition metrics etc.
·
Assist Corporate Compensation
and the Sr. Director Human Resources with the administration and communication
of the annual ITG focal review process.
·
Advise ITG Management on
organizational policy matters such as equal employment opportunity, sexual
harassment, etc. and recommend needed changes, assess/identify
training needs and make recommendations, coordinating with the Learning and
Development group for necessary training for the ITG organization work
with training department to arrange appropriate training programs for the IT
organization.
·
Conduct Employee Action Line
investigations; conduct exit interviews to identify reasons for employee
termination; Investigate and report on accidents to corporate office and
Workers Comp insurance carriers.
·
Develop,
improve and maintain sound HR administrative processes, ensuring the quality
and timely processing of all and obtaining appropriate approval levels as
necessary, partnering with Corporate HR, Payroll, Compensation, Benefits, etc.
to fulfill organization requirements.
·
Organize
and work independently on multiple assigned tasks and projects; completing
assignments within specified time lines.
8/2002-4/2008 BERKOWITZ LAW
OFFICES Somerville, MA
A
Conveyancing Law Firm providing Real Estate legal services for
commercial and home purchases and refinances.
Human Resources Manager/Office Manager, Relocated law office, arranged all vendors,
bought office furniture, hired staff for a busy real estate law office. Maintain relationships with banks, mortgage
companies, tax offices and clients.
Managed staff and work-flow making sure mortgage loans were processed
within time-frames, with signing authority of loans up to $1m.
1/2001 – 4/2001 WILLMOTT
& ASSOCIATES, Talent Acquisition Consultant Portsmouth, NH
Newpoint Technologies, Inc. IT/Sales Talent Acquisition Consultant Salem, NH A worldwide leader and developer of
Network Management Systems for use in Satellite and Terrestrial applications.
·
Reporting to the CEO,
creatively recruited technical exempt/sales positions while effectively
managing the recruiting process while reducing the overall cost per hire.
·
Worked closely with hiring managers,
providing recruitment strategies and plans for all job fills.
·
Worked on special projects for
President/CEO (job descriptions, salary & compensation, employee relations
issues).
8/1997 to 12/2000 KING
& BISHOP, Talent Acquisition Consultant Waltham, MA
4/2000 to 12/2000 WebCT,
Talent Acquisition Manager Lynnfield, MA
A leading
provider of course tools, content, community, and commerce to the higher
education marketplace.
·
Talent Acquisition Manager for
a 300+ International employee division in three locations (MA, PA and
Vancouver, BC).
·
Created and implemented talent
acquisition department, policy and procedures, hired, trained, and managed 2
Recruiters and HR Associates in
Lynnfield and Vancouver;
·
Creatively recruited technical
exempt positions while effectively managing the recruiting process while
reducing the overall cost per hire.
·
Hired 210 hires in 8 months
taking the company’s headcount from 40 to 250; received several bonuses for job
well done.
·
Worked closely with hiring
managers, providing recruitment strategies and plans for all job fills.
·
Negotiated reduced rates and
created a preferred vendor contract for all agencies in three locations
reducing the overall cost per hire.
·
Provided weekly and monthly
status reports to the VP of HR and the Senior Executive Team.
12/1999 to 4/2000 NECX/GATEWAY, Corporate IT Recruiter Peabody, MA
Largest/most complete e-commerce site for multiple-brand computer
products on the Internet and the #1 on-line destination for office and personal
technology buyers.
·
Performed technical recruiting
supporting the IT organization of NECX, Direct.
·
Worked on four person team
assisting the Company with hiring needs, during negotiation and subsequent
acquisition of NECX, Direct by Gateway Corporation, while effectively managing
the recruitment process.
·
Worked with senior IT staff in
anticipation of problems/potential exposure to attrition associated with the
acquisition.
·
Provided weekly updates and
attended weekly recruitment meetings.
·
Coached front line managers on
new processes/procedures due to Gateway merger.
·
Made recommendations to Gateway
regarding allocation of time spent on corporate recruiting and recruitment
resources.
8/1997 to 2/1999 PAREXEL
INTERNATIONAL CORP, Technical
Recruiter
Lowell, MA
A worldwide Clinical Research Organization, providing research and
regulatory approval, supporting the development of pharmaceutical,
biotechnology, medical device and diagnostic products.
·
Technical Recruiter supporting
the IS, IT, and the Financial departments of PAREXEL both locally and
nationally.
·
Creatively recruit technical
and finance positions while effectively managing the recruitment process.
·
Interface with outside
agencies, job fairs and outplacement centers, negotiating reduced rates, and
reducing overall cost per hire.
·
Maintain quarterly EEO logs
ensuring compliance with state and federal regulations.
·
Counsel management/employees on
employee relations issues in areas of staffing and personnel problems.
1991 to 1996 SUNGARD
BUSINESS SYSTEMS, HR Administrator Cambridge, MA
A financial software company, providing Trust Management systems for
over 100 medium/large banks and legal firms.
·
Human Resources Generalist and
Technical Recruiter and for a 100+ employee division.
·
Recruited technical, exempt,
and non-exempt positions while effectively managing the recruitment process.
·
Advised management on employee
relations issues in areas of staffing, disciplinary or personal problems,
company reductions, and interpretation of company policies.
·
Negotiated reduced rates and
established relationships with agencies reducing overall cost per hire.
·
Interfaced with outside
vendors, agencies, job fairs, and college relations programs.
·
Coordinated and managed
performance review process, service awards program and maintained employee
files.
·
Developed and administered New
Hire Orientation program for division resulting in a professional corporate
image.
·
Chairperson for employee
activity committee, maintaining annual activities budget and five member
committee.
·
Evaluated and proposed training
and development programs.
·
Maintained quarterly EEO logs
and assisted with annual AAP, ensuring compliance to state and federal
regulations.
1987 to 1991 SIEMENS/TEL PLUS
COMMUNICATIONS, Human Resources Coordinator
Framingham, MA
A professional sales and service organization, developing and
supporting telephony hardware and software.
·
Provided HR Generalist,
Recruiting, and Training support to 300+ employee division in seven locations.
·
Set up and implemented Human
Resources function for new facility with 140 employees.
·
Trained and monitored
performance of seven administrative assistants overseeing RFP process to
maintain quality and deadlines for company.
·
Coordinated formal training
programs for employees, subcontractors, and customers.
·
Negotiated rates with agencies,
hotels, and vendors throughout the Northeast reducing the companies overall
costs.
·
Administered New Hire
Orientation program for division resulting in a professional corporate image.
·
Managed performance review
process and maintained employee files.
EDUCATION: Human Resources Management, Franklin Pierce College, Salem, NH
Professional Development
Seminars:
Human Resources Management
Behaviorally Based Interviewing Techniques
Leadership Development
Human Resources Legal Issues
Sexual Harassment Training
Managerial Skills
Customer Satisfaction
Stress Management
Time Management
Computer
Skills:
Microsoft Office Suite, OrgPlus, Outlook, Lotus Notes, Applicant
Tracking Systems, Internet Job Boards, LinkedIn, PeopleSoft Human Resources
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