Expert Details
Human Resources Business Administration, Management, Marketing, Strategy, Development
ID: 739600
New Jersey, USA
This encompassing role could be characterized through various potential job titles and classifications, such as:
- Senior HR Business Partner: Expert is a seasoned HRBP who engages with intricate business units, offering strategic HR counsel and support to realize the organization's objectives.
- HR Business Partner Manager/Director: Expert has led a team of HRBPs, orchestrating HR efforts across multiple departments to ensure our strategies synergize with the company's holistic triumph.
- Strategic HR Consultant: As a strategic collaborator, he works in tandem with business leaders to conceive and implement HR strategies in congruence with the broader business strategies.
- HR Strategy Specialist: Expert specializes in sculpting and executing HR strategies that propel the organization forward, enabling all to adeptly navigate evolving business requirements.
- People Operations Advisor: Expert's responsibilities encompass advising on people operations, cultivating a favorable workplace culture, and enriching employee experiences to amplify operational efficacy.
- HR Relationship Manager: Expert forges robust connections with business leaders and managers, acting as a conduit for effective communication and seamless collaboration between HR and other organizational domains.
- Organizational Development Partner: his forte lies in endorsing organizational development and employee growth endeavors that enhance our company's performance and competencies.
At the core, Expert serves as an essential liaison between the HR function and the business, offering recommendations grounded in data, strategic insights, and hands-on support to ensure that our human resources are harmonized with and contribute harmoniously to the overall prosperity of the organization.
KEY SKILLS
- Building connections relationship building, vendor management, client management, guest relations, and team leadership
- Well versed with Sales Force CRM, Drift, Outreach, Seam.ai, LinkedIn Sales Navigator, Chorus.ai., Zendesk, Tableau, Uipath, Splunk, Intuit, Fresh books, base Camp and High rise
- Maintaining excellence in customer care
- Allocating resources, both human and material, to maximize performance and efficiency.
- Planning, organizing and coordinating special events and functions
- Identifying and following up business opportunities, instigating initial contact with decision-makers to raise corporate profile and awareness of services
- Ensuring compliance with Health & Safety and Health & Hygiene legislation.
- Autonomous P&L control with responsibility for maximizing year on year turnover & profitability
- Autonomous P&L control with responsibility for maximizing year on year turnover & profitability
- Interviewing, assessing and recruiting suitable applicants across disciplines.
- Devising, implementing and delivering in-house training
- Conducting regular reviews and appraisals.
- Negotiating and finalizing corporate contracts, e.g. government departments and external authorities.
- Adapt quickly to guests' needs and manage simultaneous projects.
- Multitasking, organizational skills, proven time management
- Exceed guests' expectations and ability to focus on crucial guest details though paying attention to detail.
- Adaptable, versatile, and resourceful
- Sustainability in the hospitality and catering industry
- Project planning
- Situational data analysis, instructional design and development implementation.
- Identifying and following up business opportunities, instigating initial contact with decision-makers to raise corporate profile and awareness of services
- The ability to focus on team success over individual achievement while maintaining transparency and candor.
- Knowledgeable in business fundamentals, operations and principles interviewing, assessing and recruiting suitable applicants across disciplines.
- Devising, implementing and delivering in-house training
- Conducting regular reviews and appraisals.
- Basic accounting principles from budgeting to creating proposals to performance measurement, to best help support an organization become successful
- Ability to identify and resolve employee concerns as they develop
- Conflict management and problem solving
- Discrete and ethical
- Training and staff development
Education
| Year | Degree | Subject | Institution |
|---|---|---|---|
| Year: 2009 | Degree: MBA | Subject: Business Administration In Marketing Management | Institution: IMM GSM South Africa |
| Year: 2022 | Degree: MSC | Subject: Organizational Leadership | Institution: Alliance University |
Work History
| Years | Employer | Title | Department |
|---|---|---|---|
| Years: 2011 to Present | Employer: Undisclosed | Title: Human Resources Business Partner | Department: Human Resources |
Responsibilities:Centers on close collaboration with business leaders and managers to align HR strategies with the overarching goals and objectives of the organization. Bring expertise to the forefront in order to optimize the organization's human capital, driving operational efficiency, fostering employee engagement, and ultimately contributing to business triumph. This encompassing role could be characterized through various potential job titles and classifications, such as:- Senior HR Business Partner: a seasoned HRBP who engages with intricate business units, offering strategic HR counsel and support to realize the organization's objectives. - HR Business Partner Manager/Director: lead a team of HRBPs, orchestrating HR efforts across multiple departments to ensure our strategies synergize with the company's holistic triumph. - Strategic HR Consultant: As a strategic collaborator, worked in tandem with business leaders to conceive and implement HR strategies in congruence with the broader business strategies. - HR Strategy Specialist: specialize in sculpting and executing HR strategies that propel the organization forward, enabling us to adeptly navigate evolving business requirements. - People Operations Advisor: responsibilities encompass advising on people operations, cultivating a favorable workplace culture, and enriching employee experiences to amplify operational efficacy. - HR Relationship Manager: forge robust connections with business leaders and managers, acting as a conduit for effective communication and seamless collaboration between HR and other organizational domains. - Organizational Development Partner: forte lies in endorsing organizational development and employee growth endeavors that enhance our company's performance and competencies. At the core, serve as an essential liaison between the HR function and the business, offering recommendations grounded in data, strategic insights, and hands-on support to ensure that company's human resources are harmonized with and contribute harmoniously to the overall prosperity of the organization. |
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| Years | Employer | Title | Department |
| Years: 2017 to Present | Employer: Undisclosed | Title: People And Performance Manager | Department: Human Resources |
Responsibilities:Role encompasses a wide range of responsibilities aimed at fostering a thriving and productive work environment while ensuring the alignment of our human resources with the company's overarching goals. In this dynamic and critical position, Expert plays a pivotal role in shaping the company's culture, employee engagement, and overall performance.Key responsibilities of role include: - Talent Acquisition and Recruitment: collaborate with hiring managers and teams to identify staffing needs, develop job descriptions, and implement effective recruitment strategies. This involves attracting top-tier talent, conducting interviews, and ensuring a seamless onboarding process for new hires. - Performance Management: oversee performance evaluation processes, including goal setting, regular performance reviews, and development plans. By providing guidance and feedback, help employees reach their full potential and contribute to the company's success. - Employee Development and Training: design and implement training programs to enhance skills, knowledge, and professional growth among our employees; includes leadership development, technical training, and soft skills workshops. - Employee Engagement: develop and execute initiatives that enhance employee engagement, satisfaction, and overall well-being. This involves promoting a positive work culture, organizing team-building activities, and addressing any concerns that may arise. - Compensation and Benefits: collaborate with the HR team to manage compensation structures, benefits programs, and incentives that attract and retain top talent while remaining competitive in the industry. - HR Policies and Compliance: ensure adherence to company policies, as well as local and international employment laws and regulations. This involves creating and updating policies, conducting audits, and addressing any compliance-related matters. - Conflict Resolution: provide guidance and support in resolving employee conflicts and issues. Facilitate open communication and work towards maintaining a harmonious and productive work environment. - Diversity and Inclusion: champion diversity and inclusion efforts to foster an environment where all employees feel valued and respected, contributing to the enrichment of our organizational culture. - Change Management: assist in managing organizational changes, such as restructurings or process improvements, ensuring smooth transitions and minimizing disruptions. - Data Analysis and Reporting: utilize HR analytics to track and assess key HR metrics, enabling data-driven decision-making and the identification of trends and opportunities for improvement. |
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| Years | Employer | Title | Department |
| Years: 2014 to 2016 | Employer: The Walt Disney Family | Title: Manager Human Resources | Department: Human Resources |
Responsibilities:Role encompasses a broad range of responsibilities aimed at fostering a positive work environment, supporting employees, and aligning HR strategies with the company's values and goals. Dedicated to ensuring that our organization attracts, develops, and retains top talent while promoting a culture of innovation, creativity, and excellence.Key responsibilities: - Talent Acquisition and Recruitment: lead recruitment efforts to identify and attract talented individuals who resonate with mission and values. Involves crafting job descriptions, conducting interviews, and collaborating with hiring managers to make strategic hiring decisions. - Employee Development and Training: design and implement training programs that help employees enhance their skills, advance their careers, and contribute effectively to the company's success. Includes leadership development, technical training, and personal growth initiatives. - Performance Management: oversee the performance evaluation process, including goal setting, regular feedback, and performance reviews. Work with managers and employees to identify areas for growth and create development plans. - Employee Relations: foster a positive and collaborative work environment by addressing employee concerns, mediating conflicts, and promoting open communication. Strive to create a culture where employees feel valued and heard. - Compensation and Benefits: manage compensation structures and benefits programs to ensure that they remain competitive and aligned with industry standards. Includes conducting market research and making recommendations to optimize employee compensation packages. - Diversity and Inclusion: champion diversity and inclusion initiatives to create a workforce that reflects a wide range of backgrounds and perspectives. Work to ensure that our organization is inclusive and provides equal opportunities for all. - Organizational Culture: play a central role in shaping and maintaining the organization's culture, values, and work ethics. Work closely with leadership to ensure that our culture aligns with our company's unique identity and goals. - HR Policies and Compliance: ensure that HR policies and practices are in compliance with relevant laws and regulations. Includes maintaining up-to-date knowledge of employment laws and implementing policies that promote fairness and compliance. - Change Management: assist in managing organizational changes, whether related to growth, restructuring, or process improvements. Work to minimize disruptions and ensure a smooth transition for employees. - Data Analysis and Reporting: utilize HR analytics to track key metrics, identify trends, and make informed decisions. Provide reports to leadership to guide strategic initiatives. |
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| Years | Employer | Title | Department |
| Years: 2009 to 2014 | Employer: Carnival Cruiselines | Title: Learning And Development Manager | Department: Operatiom |
Responsibilities:Role is dedicated to designing, implementing, and overseeing comprehensive learning and development initiatives that empower our employees to thrive and contribute to the success of organization. Committed to fostering a culture of continuous learning, skill enhancement, and professional growth across all levels of the company.Key responsibilities: - Training Program Design: collaborate with subject matter experts and business leaders to design training programs that address the specific needs of our employees and align with company's goals. Includes both technical and soft skills training. - Learning Strategy Development: formulate a holistic learning strategy that outlines the approach, methodologies, and technologies to be used for delivering effective training and development experiences. - Learning Delivery: oversee the execution of various learning initiatives, including workshops, e-learning modules, virtual training sessions, and on-the-job training programs. Ensure that training methods are engaging and effective. - Employee Onboarding: develop and refine the onboarding process to provide new hires with a smooth transition into the company culture and equip them with the skills and knowledge needed to excel in their roles. - Leadership Development: create leadership development programs that nurture the growth of current and future leaders within the organization. Involves identifying leadership competencies, designing relevant programs, and offering coaching and mentoring opportunities. - Performance Enhancement: collaborate with managers to identify performance gaps and design targeted training interventions that help employees enhance their skills and improve job performance. - Skill Assessment: work with HR and department managers to assess employee skill levels and identify areas for improvement. This information guides the development of customized training plans. - Learning Technologies: explore and implement innovative learning technologies, such as learning management systems (LMS) and digital platforms, to enhance the accessibility and effectiveness of training programs. - Measurement and Evaluation: establish metrics to assess the impact of learning and development initiatives. collect and analyze data to determine the effectiveness of training programs and make necessary improvements. - Career Development: collaborate with employees to create personalized development plans that align with their career aspirations and the company's needs, fostering employee retention and engagement. - Training Budget Management: manage the training budget, allocating resources strategically to maximize the return on investment for learning and development initiatives. - Learning Culture Promotion: promote a culture of continuous learning by advocating for professional growth opportunities, sharing success stories, and fostering an environment where curiosity and self-improvement are valued. |
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International Experience
| Years | Country / Region | Summary |
|---|---|---|
| Years: 2009 to Present | Country / Region: United States | Summary: "Experienced HRBP with a proven track record in international project management, adept at fostering cross-cultural collaboration, managing global teams, and implementing HR strategies across diverse geographical locations." |
Career Accomplishments
| Licenses / Certifications |
|---|
| SPHR (Senior Professional in Human Resources) GPHR (Global Professional in Human Resources) PMP (Project Management Professional) PRINCE2 (Projects IN Controlled Environments) CAPM (Certified Associate in Project Management) |
| Awards / Recognition |
|---|
| Outstanding HRBP Performance Continuous Learning Advocate Employee Engagement Star HR Team Collaboration Award |
Language Skills
| Language | Proficiency |
|---|---|
| English | Native |
| Spanish | Native |