Below are the 10 HR Business Partners with multiple industries & systems expertise.  The Thor Group® provides HR business partners with your industry & systems experience on a consulting, contracting or direct hire basis.

Would hiring a human resources business partner with experience working in manufacturing and software industries help meet the needs of your organization? Educational attainment is composed of BS Business Administration with concentrations in Human Resources Management and Organization Development. Software skills involve Oracle HR.

Acting as a human resources business partner, served as member of “Council of Champions” for worldwide Oracle implementation, which reviewed proposed plans, communications, delivery of training and support of company Oracle team. Key accomplishments were acting as Human Resources business leader for all Operations, Quality, Center of Excellence and R&D organizations with multiple sites in North America, Europe and the U.K. Also, proposed and led change processes in alignment of strategy to re-orient and define the purpose, process and structure of these teams.

While working for a manufacturing company, created project plans from which drove change within Research and Development organization including the engagement of other functions and key stakeholders to create collaborative agreements. Furthermore, led and managed groups of organization functional directors that identified and set leadership expectations of senior managers and related metrics. One significant result was the generation of credible perceptions of delivery of technology, value management and skills development that resulted in concrete contributions.

Would it be beneficial for your organization to employ a sr. HR business partner with experience working in insurance, financial services and software industries? Educational attainment is composed of BBA with HR emphasis and MBA with HR emphasis. Professional certifications consist of SPHR Certification. Technical experience consists of Workday.

Serving in an insurance company as a sr. HR business partner, partnered with executive leadership teams of operations, claims, product, business development & investment groups to deliver HR strategies that support 900-person multi-location businesses. This specialist worked with other HR specialty areas and HR Service Center to deliver talent management, talent acquisition, performance management and leadership development for these business groups. Moreover, led HR integration team for recent M&A activity and utilized Workday.

As an HR business partner in a financial services company, collaborated with Talent Acquisition team to create and introduce new staffing process and training to business leaders which decreased time-to-fill by almost 20% and improved overall candidate and hiring manager experience. Furthermore, supported implementation of Workday HRIS system, provided formal/informal training to end users, as well as performed data cleanup to ensure accuracy of system information. In addition, utilized Workday for headcount/labor analysis, performance reviews/ratings, and salary increases.

What contributions could an HR business partner with experience working in oil/energy, shipbuilding, and excavation services industries bring to your organization? Educational attainment is composed of Bachelor in HR and Business Management and Master’s in Business Administration. This specialist earned Senior Professional in Human Resources Certification. Technical knowledge consists of Ceridian HR and SuccessFactors.

Challenges like working with SuccessFactors, Ceridian, and other internal programs in cooperation across the international group were welcomed and successfully completed on a regular basis. While working in an oil & energy company as an HR business partner, led the Talent Management Program for the Houston location, as well as achieved best results on Action plans 3 years in a row for all execution centers. Part of the job was to partner with Executive Management for strategic planning for Shared Services (includes Sales) teams to proactively plan for organizational development, training, employee relations, hiring, policy, and benefit needs. In addition, trained partner for the Operations and Shared Services departments.

Shared expertise by developing and implementing policies, procedures, and the employee handbook in partnership with senior management and general counsel. As an HR generalist. worked with each HR function to create process improvements by creating detailed process mapping. Additional responsibilities were educating, explaining, and mentoring employees in benefits. Furthermore, led recruiting, interviewing, hiring, training, and developing a growing team of executives, engineers, managers, office team, technicians, and operators.

Can recruiting a human resources (HR) business partner who has experience in the professional services, biotechnology and financial services industries have a positive impact on your organization? Apart from being knowledgeable in Workday HRIS, technical expertise is also in the areas of strategic business planning; organizational design & implementation; global human resources management; employee engagement & development; employee relations; and compensation/ benefits/ incentives. The individual graduated with Bachelor’s degree in Psychology, minor in Sociology, with credentials as Society for Human Resource Management Certified Professional (SHRM-CP) and Professional in Human Resources (PHR).

This HR business partner aligned to IP sales and IP professional services global business units (300+ employees). The individual also served as HR site lead to one office. The job required partnering with compensation team and senior leadership to drive implementation of competitive pay structures. The professional liaised with other HR leaders and HRBPs to align initiatives with business entity goals. Global sales organization was restructured into four distinct groups to better align with the business and purchasing patterns of customer base. Contributions included doubling the IP services business from $8M to $16M and improving margins by 2% over 2 years through operational efficiency, resource management, recruitment and employee engagement strategies. The individual also championed rollout of new HRIS system, Workday.

Another job called for advising and executing organizational design, team effectiveness strategies, change management programs, job evaluation/ leveling, total rewards/ incentive compensation, employee engagement and satisfaction techniques designed to build the desired organizational culture. Contributions included reducing workforce (impacting 10% of global workforce). The specialist was early adopter of new HRIS  Workday, as well as core team member for vendor selection.

Does having a human resources (HR) business partner who served retail and financial services industries meet your organization’s requirements? Software background includes Workday, MyHR and MyPerformance. Areas of expertise include HR operations, strategic planning, engagement & retention, talent development, business development, and process improvements. The individual graduated with Bachelor of Arts in Sociology and Master of Social Work (MSW).

Main concerns of this HR business partner cover optimizing various operations related to the supply chain in one location, aligning global supply chain logistics with business objectives in support of profitable product assembly practices. Part of the job was coordinating human resources operations during a period of global corporate transition, upholding compliance with an array of international regulations to ensure that employees were properly laid off. The job called for utilizing HR-oriented software platforms including Workday, MyHR, and MyPerformance, while also providing troubleshooting and support.

Tasks in another job involved executing HR operations that also supported business development efforts, helping inform critical corporate decisions, and augmenting business planning efforts to support the company. The professional developed an employee engagement measurement program that surveyed staff from multiple departments, opening management up to employee feedback and increasing internal transparency. Data was analyzed then an action-planning task force was established to deliver findings to senior leaders, identifying areas of improvement related to interdepartmental communication.

Would hiring a human resource & client partner with experience working in information technology services and computer services industries help meet the needs of your organization? Educational background is composed of Bachelor of Science and Post Graduate in Business Management. Software knowledge consists of Kronos, Job Diva, Zoho, ICIMS and Talent Rover (Salesforce).

Acting as a human resource & client partner in an information technology services company, maintained and developed network through personal contacts, referrals and LinkedIn which helps with recruiting of various hard to fill positions like Kronos/TLM and Vantage Project Managers. This professional worked with top ADP executives to understand and achieve their hiring needs and in the process do a lot of Project Management/ Account Management. Also, created Excel Spreadsheets to keep a tab on the fulfillment ratios, as well as managed a team of 10 offshore recruiters, mentored and guided them.

While working as an HR partner, received “Star Performer of the Year” award consistently worked 4 years in a row bringing in revenue of over $3 million each year. In addition, acted as SME on HRIS Implementation and configuration for ICIMS and TalentRover Applicant Tracking Systems. Moreover, was responsible for successful conversion of ATS from Zoho to ICIMS and later on from ICIMS to TalentRover. Part of the job was to document, troubleshoot, run user tests and train employees on these systems. Furthermore, formulated and administered HR policies and procedures to include Employee Handbook and HR forms.

Would it be beneficial for your organization to employ a senior human resources business partner with experience working in gaming, retail and restaurant industries? Educational attainment is composed of Bachelor of Arts and Masters of Professional Studies in Human Resources. Professional certifications involve Professional in Human Resources (PHR) Certification. Technical skills consist of Ceridian HR and Dayforce.

Serving in a gaming, lodging & restaurants company as a senior human resources business partner, built and redesigned current best practices to improve human resource functions. Part of the job was to serve as the primary partner to the Terminal Director, as well as assess the role of Operations Managers and their contribution to the overall business.

As a human resources business partner, served as the primary partner for Operations Managers with 25 business units and over 600 employees. Some of the tasks were redesigning and reconfiguring strategy plans, as well as serving as the lead consultant on all employee relation investigations, development/succession plans, and operations strategies. Also, had the opportunity of identifying many of the cultural shortcomings & rectifying the issues by using goal setting, competencies, and strategy planning. Furthermore, worked on redefining the role of an HR Business Partner by bridging the gap between HR and Operations.

How can a human resource business partner who worked in apparel and retail industries help your organization? Educational attainment is composed of Bachelor of Science in Psychology. Software skills involve Kronos, SAP Suite, and MatLab.

Working with challenging issues such as being an expert in payroll management using Kronos, as well as creating commission structure and tracking biweekly commissions have vetted this specialist’s work experience. While working in an apparel company as a human resource business partner, partnered with business units to develop overall business strategy and objectives. Also, led company events that ensured continued employee engagement and productivity. Other duties were creating and analyzing payroll reports, as well as assisting in workforce planning. Moreover, provided analysis and recommendations in areas such as talent management, organizational assessment, succession planning, and organizational structure.

With a “can do approach” in the area of creating and implementing scheduling tools have been career objectives. Other duties were managing a team of 4 Store Directors and 200 associates, as well as partnering with Regional Manager and Regional Human Resource Manager for flagship stores. Additionally, has experience as Employee Relations liaison. Furthermore, delivered full recruitment services, including needs analysis, job postings, sourcing, interviewing, employee offers, and onboarding.

How can a senior HR business partner who worked vastly in the military and government help your organization? Educational background is composed of BS Business Administration (Human Resources), MS Administration (Logistics Management), and Master of Military Operational Art and Science. Technical skills involve Oracle HRIS.

Working with challenging issues such as leading HR and staff of 155 employees, supervising 63, at pilot training site have vetted this specialist’s work experience. As a senior HR business partner in the military industry, directed HR, safety, Oracle HRIS, retails ops, EEO, FMLA, OSHA, PA, and HIPAA compliance to 6,590 employees. Some of the tasks were reporting to VP, then CEO for Strategy office, OSHA VPP, as well as deploying and leading trainers and logisticians. This professional was a member of a site executive team: HR integrator leading talent development, leave and benefits admin, compensation, services; QA for childcare, lodging, and recreation contractor. In addition, advised bonus compensation to 150 employee candidates, with $265 thousand/year awarded.

With a “can do approach” in the area of conducting data audits & assisting modernization to Oracle HRIS in which it reduced HR IT staff. Serving as an HR business partner, led staff of 100 HR professionals, supervised 52, supporting airlift professionals with complex employee relations. This also involved talent management, testing, promotions, talent development, safety, employee engagement, problem solving, coaching, investigations, Oracle HRIS analytics & performance management for 6,000.

Does hiring a senior human resource (HR) business partner who worked in a children’s hospital and a healthcare provider meet your organization’s requirements? Computer proficiency covers using Oracle, Taleo and Halogen. Educational background consists of Masters in Human Resources Management and Bachelor of Business Administration.

While with a children’s hospital, this senior HR business partner executed HR transformation initiatives including employee engagement, change management, performance management and employee relations. The professional advised organization’s leadership and facilitated organizational effectiveness initiatives within multiple client groups as well as created processes, analytical tools and communication plans to streamline functional HR responsibilities. The job required building and sustaining strong consultative relationships with both clinical and non-clinical clients as well as the executive leadership team. Other tasks were facilitating and designing new manager orientation, new employee orientation, and pay practice training for both manager and new hires. Additional functions were resolving employee relation issues; reducing legal risks and ensuring regulatory compliance by conducting swift, thorough and timely investigations.

Focus of another job was on leading a successful talent review process for over 70 leaders with 360 feedbacks and 9-box grid; this helped in identifying leaders for succession planning. Accomplishments included increasing manager participation by 50% and rewards distributed by 67%.