Resume for food quality specialist. Quality manager resume sample. Examples of KPIs results in numbers

19.05.2020

Looking for a job or planning to look for one?

Our sample of filling out a resume for the position of quality manager (an experienced specialist or a beginner without work experience) will help you. Competent summary greatly increase your chances of getting a job.

There are two types of quality manager resume template.

For experienced professionals.
For those with no experience yet.

Template Benefits

1) Frequent invitations to interviews. We have already helped many people to create a “selling”, strong resume and understand what works and what does not. This quality manager resume template has been tried and tested.

2) Standard format. Every hr-manager and director will instantly find the necessary information in the resume. Everything is simple.

3) Compactness. If you think that someone needs 4 sheets with your work experience, you are deeply mistaken. HR managers love it when everything is clear, convenient and simple. Our sample is an example of how to properly write a resume for a job as a quality manager.

4) Important things are at the top. What is important to the employer will be located at the very top and will immediately catch the eye of those involved in the selection of personnel. This will give you an advantage over other candidates.

5) Resumes can simply be changed depending on the vacancy. To quickly find Good work, it is most effective to slightly change the resume for each vacancy. It's simple - download and use our sample of how to write a quality manager resume. It allows you to make changes instantly.

To download a quality manager resume sample, click on the link below.

If you have not been actively looking for a job in the last couple of years, then your knowledge of the form, design and content of the resume is no longer relevant. Use the guidelines in this article to write a modern resume for the following HR and HR positions: Recruiter, HR Supervisor, HR Specialist, HR Administration Specialist, Human Resources Specialist, Recruiting Specialist, HR Specialist, Department Manager Head of HR Administration, Head of HR and Personnel Records Department, Head of HR Department, Head of HR Department, HR Manager / HR Generalist, Head of HR Department, Head of Recruitment Agency, Director of HR / HR -director.

Training
Purpose of search
Position profile
Responsibilities
Case Studies/Key Projects
Skills
Professional quality
Examples for the "About me" section
Download templates

1. Preparation

Before looking new job need to do a SWOT analysis professional competencies and based on this case, create a resume that will be adapted to modern requirements labor market for your position/field/specialization. Before you start creating a resume, study the article:

In this publication, you will get acquainted with a case that will help you collect all the necessary information to write a selling resume. A selling resume is created for a specific search goal, meets the requirements of vacancies in similar positions and contains a specific set of keywords.

2. Purpose of the search

The wording of your search intent should be placed at the beginning of the resume. In case you want to apply for a vacancy, the position name of which differs from your current position, then change it to the one indicated in the vacancy.

Position list, for which you can use the examples in this article:

Zero level positions (0): Recruiter, Human Resources Inspector, HR Specialist, HR Specialist, HR Administration Specialist, Recruitment Specialist, HR Specialist.
First level positions (1): HR manager/HR manager/HR Generalist.
Positions of the second level (2): head of the personnel administration department, head of the personnel records management and personnel accounting department, head of the personnel department, head of the personnel service, head of the personnel management department, head of the group of personnel managers, deputy director of personnel.
Positions of the third level (3): head of the recruitment agency, director of personnel / HR director / HR business partner / HR-Business Partner / HR Team Lead.

3. Position profile

Position profile- this is the standard of the ideal candidate, which contains a list of requirements for the knowledge, skills, qualifications of the candidate necessary for successful implementation official duties. Job description - a short version of the position profile, which includes a list of mandatory requirements for the initial selection of candidates based on resumes.

HR manager job profile
Functions:
Providing a full service of personnel management in the role of an HR business partner on issues related to staffing, turnover, payroll budget, KDP.
Participation in development organizational structure companies, creation effective system personnel management, participation in the optimization of business processes related to personnel management.
Organization of personnel needs planning within a dynamically developing company, development of a position replacement system, formation of internal and external personnel reserve.
Accompanying the timely selection and closing of vacancies.
Compliance control labor law and HR administration.
Maintenance and development of corporate culture.
Organization of work on the formation of a personnel reserve.
Analysis, control and development of measures to improve the main indicators of personnel.
Advising managers on HR matters.
Independent selection of personnel for positions of any level.
Resolution of conflict situations and labor disputes, creation of necessary conditions to develop and meet the needs of the company's employees.

Organization of the personnel selection and adaptation system:

Labor market monitoring.
Identification of staffing needs qualification requirements and competencies; development of job profiles.
Carrying out adaptation measures. full recruiting cycle: search, selection of specialists, interviewing, collection of recommendations, mailing and processing test items job seekers Feedback candidates.
Simultaneous selection of 10+ vacancies (To management, mid-level, specialists, back office, rare specialists).
Conducting telephone, personal and group interviews, interviews on competencies.
Constant search for new sources and ways to attract interesting specialists.
Maintaining and developing the database of candidates.

Personnel training and development:

Identification of the need for staff training (external, internal), organization of internship programs, advanced training, organization and conduct of trainings.
Organization of staff training, coordination of work to improve the skills of employees and develop their careers; planning and cost control.
Development and implementation of programs for the assessment, rotation and motivation of personnel (material, non-material, KPI building).
Monitoring the implementation of Individual Development Plans for employees.
Selection of external providers in employee training.
Solving problematic layoffs; conducting a soft contraction; conducting an exit interview.

Internal communications:

Development of the Company's HR brand, employee loyalty and engagement.
Organization of events aimed at increasing team cohesion.
Conducting seminars and trainings.
Development and implementation of internal corporate communications.

Profile of the position of the head of the department of personnel records management and personnel records

Organization of the work of the personnel service of the Company:
— development of local regulations, labor contracts;
— development of job descriptions;
- compiling and maintaining staffing;
– development of methodological instructions for organizing the work of the personnel service;
- development of internal orders of an organizational and administrative nature;
— personnel reporting, statistics;
- Accounting for personnel, conducting personnel records management;
— payroll planning based on approved staffing tables.
Labor disputes: individual preparation for each labor dispute together with lawyers, representing the interests of the company in courts.

Position profile HR director

Key tasks:
Implementation of corporate policies and practices of personnel management
Development of systems of motivation, selection, evaluation and training
Carrying out changes in the field of personnel management in order to increase the efficiency of the company
Responsibilities:
Budgeting and control of personnel costs.
Development and implementation of measures to optimize organizational structures and staffing tables.
Organization of job evaluations, assessments of the average market level of remuneration for similar positions, the formation of proposals for the revision of salaries and a motivational package for employees.
Organization of search, hiring, transfers, dismissals of personnel.
Organization of goal setting and performance evaluation.
Formation and development of a personnel reserve for leadership positions.
Organizing and conducting an assessment of the competencies and potential of employees.
Design and implementation of training and development programs.
Improvement and refinement of policies, processes and procedures, legal regulations, personnel documents, automated system personnel management.
Advice to heads of business units on personnel management, compensation, benefits, incentives, disciplinary action opportunities for career growth and development, etc.
Organization of the work of the HR department within the framework of the operational plans of the personnel management function.
Formation and management of the corporate culture of the Company.
Development of the Company's HR brand, employee loyalty and engagement.
Making and implementing decisions on recruitment, rotation, promotion, incentives, penalties, dismissals of personnel together with the Company's top management.
Management of search, selection, certification, adaptation, assessment of personnel.
Independent management of key positions.
Management of social processes in the Company, creation of a favorable moral and psychological climate in the team, participation in the resolution of labor disputes and conflicts.
Organization of staff training, coordination of work to improve the skills of employees and develop their business careers.
Managing the formation of a personnel reserve.
Participation in the optimization of wages and staff motivation.
Development of perspectives and current plans for work with personnel.
Organization personnel records and KDP in the Company in accordance with the Labor Code of the Russian Federation.
Rationalization of the organizational structure and staff of the Company, regulations on divisions and job descriptions.
Presentation to the management of analytical materials on social and personnel issues in the Company. Drawing up forecasts for the development of personnel. Early problem identification and preparation options their decisions.
Monitoring the state of labor discipline, initiating and organizing measures to maintain it.
Advising employees on labor law and regulations social protection.
Ensuring the communication of instructions and orders of the directors of the Company. control over their execution.
HR budget management.

Requirements:

Knowledge of strategic management.
A full range of skills in the field of personnel management (motivation, control, goal management, corporate culture, internal PR, forms and methods of training and advanced training, personnel development, methods of planning and personnel rotation, formation and development of a personnel reserve, etc.).
Practical experience in the search and selection of personnel at various levels.
General understanding of business: general management, economics and finance, marketing, purchasing and sales, logistics, project management.
Practical experience in conducting personnel assessment during selection, promotion and certification.
Knowledge of the basics of psychology.
Knowledge of labor law.
Conflict resolution skills.

4. Responsibilities

Below are the lists of responsibilities by position different levels. These are the keywords/phrases that HR managers use to select resume candidates. Choose from the proposed list those that match your experience and distribute them to your places of work.

Recruiter
Search and selection of personnel.
Conducting interviews with candidates (face-to-face, telephone, video).
Active interaction with leaders structural divisions when selecting employees.
Building partnerships with heads of departments on personnel issues (hiring, rotation, formation of a personnel reserve).
Help/participation in the organization corporate events.

HR Specialist / HR Specialist
Maintaining personnel documentation and internal document flow of the department.
LNA development.
Personnel management. personnel orders, employment contracts, T-2 personal cards, keeping accounting journals, registration and accounting sick leave, work books, registration of pension insurance cards, vacation schedule, additional agreements to employment contracts, notices of upcoming holidays, maintaining the staffing of employees in accordance with the staffing table, issuing copies of documents and certificates of employment at the request of employees.
Conducting personnel records management (hiring, dismissal, transfer, vacations, accounting and maintenance of work books and storage, reports on them, vacation schedule, business trips).
Carrying out movements labor activity employees of the enterprise in 1C.8.0 ZUP.
Formation and maintenance of personal files of employees and T-2 cards.
Registration of disability certificates, maternity leave and parental leave, study leave.
Preparation of certificates on the applications of employees, copies required documents.
Formation, verification of timesheets.

Head of HR Administration / Leading HR Specialist
Organizational, disciplinary, functional management of the department.
The whole spectrum personnel work- development of instructions, regulations, regulations, current work (hiring, dismissal, vacations, transfers, audits, control, timesheets, staffing).
Organization and administration of all HR processes.
Maintaining the organizational structure, supervising changes in staffing.
HR analytics.
Budget execution control in terms of entrusted items.
Automation of personnel administration processes.
Regulated and managerial and accounting.
Optimization of the work of the department due to the refinement of 1C: ZUP (statement of technical specifications for programmers).
Registration of foreign workers.
Development and approval of local regulations of the organization, job descriptions, employment contracts, internal orders, vacation schedules, etc.
Control of agreements and acts under GPC agreements.
Payroll project management (issue / reissue bank cards).
Participation in HR-projects of the personnel department.
Preparation and submission of reports, interaction with the state. bodies.
Advising employees on complex labor law issues.
Control of outsourced processes (payroll/HR Admin)

HR records management
– Working with foreign citizens (Filing of R&D for HQS, assistance and consulting support in obtaining a patent, working with citizens of the EAEU member countries, their registration in a company and further personnel administration in accordance with all the requirements of Russian legislation and migration accounting).
— Work with service providers (motor transport and medical organizations, life insurance and VHI companies, organizations Catering, Business travel companies); Participation in the negotiation and conclusion of contracts with suppliers;
— Development of local acts with their subsequent implementation (provisions on bonuses, regulations on the use of corporate mobile communications), forms of employment contract, contract paid provision services, job descriptions.
- Creation, maintenance and control of staffing.
— Solving current issues related to work in ZUP and KDP.
- Advising employees on labor law and payroll issues wages.
— Work with the Pension Fund of the Russian Federation, registration of pension insurance cards.
— Work with salary projects for the production of salary cards.
— Preparation and submission of reports (Rostat, quoting).
– Formation of personal files of employees and T-2 cards.
– Filling out and maintaining work books, issuing certificates (archived, from the place of work, on average earnings, 2NDFL, 182n.
- Drawing up vacation schedules and shift schedules, monitoring their observance.
- Making changes to the staffing table.
— Outsourcing of the personnel administration function.

Personnel Management
– Organization of an effective recruitment system: search, placement of vacancies, assessment for compliance with professional and personal qualities, interviews, support of the candidate at all stages of approval, adaptation of new employees.
— Identification of the need for personnel, drawing up qualification requirements and competencies; development of job profiles.
— Conducting telephone, personal and group interviews, interviews on competencies.
— Organization and control of the annual assessment of personnel.
— Building a training system for employees, conducting trainings.
— Supervising the process of adaptation of personnel.
- Arrangement of internships for new employees.
— Selection of external providers in employee training.
— Selection of Top-management, mid-level, back office, search for unique specialists,
– Research of the labor market, monitoring the level of wages.
— Monitoring of changes in labor legislation and the labor market.

Review and selection of resumes.
Conducting preliminary telephone interviews.
Adaptation of new employees.
Participation in HR projects.
Maintaining the Company's personnel records management in full: registration of the reception, transfer and dismissal of employees, vacations, business trips in accordance with the Labor Code of the Russian Federation.
Complete HR record keeping.
Solving complex personnel issues and labor disputes.
Management of the socio-psychological climate in the team.
Formation and maintenance of personal files of employees.
Completion, accounting and storage of work books.
Monitoring adherence to vacation schedules.
Maintaining a military accounting table (submitting reports to the Military Commissariat).
Accounting for sick leave.
Maintaining time sheets.
Monitoring compliance with the regulations, orders and standards adopted by the company.
Participation in conducting assessments.
Organization and conduct of vocational training and internships.
Development and implementation of trainings for managers and basic staff.
Field training, consultations, master classes, individual and team coaching.
Formation and development of personnel reserve.

H.R. Generalist

Recruitment for vacancies, telephone and initial interviews with applicants.
Management of personnel changes.
Adaptation of staff and control of the internship process.
Organization and control of personnel records management.
Advising managers and employees on labor law issues.
Implementation, clarification and enforcement corporate values Companies.
Changing the staffing table in accordance with the volumes.
Analysis of the wage market.
Participation in the assessment at the entrance to identify talents.
Participation in procedures special evaluation at the stage of selection in order to identify potential in applicants that exceeds the requirements of the vacancy.

HR manager/HRD
Development of corporate culture and internal communications within the company.
Participation with the management of the company in the final interviews for vacant positions.
Adaptation of new employees, development of welkom-book.
Conducting intermediate conversations with staff to identify the psychological state and prevent demotivation.
Dealing with departing employees, analyzing the causes of staff turnover.
Level score emotional burnout and staff engagement.
The study of the moral and psychological climate in the team
Organization of events aimed at increasing the cohesion of the team.
Development and implementation of internal corporate communications
Development of staff loyalty through activities aimed at increasing non-material motivation employees.
Development of measures to increase the level of involvement and satisfaction of employees.
Development of non-material motivation programs.
Consulting managers on all aspects of personnel management.

Head of recruitment agency
Management of a group of consultants (department). Specializations: finance, sales, construction and manufacturing, IT, pharmaceuticals, construction, executive search.
Enforcement financial plan groups.
Organization and control of negotiation activities. Receiving incoming customer inquiries. Carrying out negotiations with clients together with consultants. (Without active search), development of repeat sales.
Managing a group of consultants. Coordinating the workload of consultants, overseeing ongoing recruitment projects and meeting recruiting standards.
Assistance in working on vacancies. Dealing with difficult situations with clients. Control accounts receivable.
Analysis of statistics (KPI) of the consultant for the month, quarter, year. Agency reporting.
Training and development of consultants. Developing the competencies of the group's consultants in the following areas: personnel search, personnel assessment, negotiations with clients, work intensity
Implementation of own recruitment projects. Work with high positions and expensive vacancies.

Head of HR Department
Compliance with the personnel policy and its development in accordance with the Company's strategy, control of Labor legislation.
Process management: optimization and implementation of an effective organizational structure, grading, staffing changes, salary revision, personnel planning, maintenance annual cycle performance evaluation of employees, KPI control.
Budgeting and control of personnel and payroll costs.
Organization of the work of the personnel department (subordinate to 5 people).
Development, planning and organization of the process of development and training of the Company's personnel.
Management of the search, evaluation, selection and adaptation process.
Organization of the development of normative and regulatory documentation.
Development and promotion of the HR brand. Formation of positioning as an attractive employer in the external and internal environment.
Automation of HR processes.
Support for managers and employees of the Company on any issues of personnel management, labor relations management, Company policies, procedures and laws.

Head of Human Resources Department
Organization of adaptation, certification, assessment of personnel.
Identification of the need for staff training (external, internal).
Development and implementation of motivation systems - material, non-material, building KPI.
Formation and implementation HR strategy companies, personnel reserve.
Organization and control of maintenance of the KDP for compliance with the Labor Code of the Russian Federation.
Development of job descriptions, normative documents.
Constant monitoring of the labor market in order to maintain the competitiveness of the company.
Organization of planning and control of recruitment.
Independent selection of personnel for the TOP positions.
Resolution of conflict situations and labor disputes.
Organization of corporate events and development of corporate culture.

HR Director
Strategic work with personnel in the field of personnel policy in accordance with the needs and goals of the company.
Development and implementation of HR processes in the company, building uniform standards for personnel management, development of regulations and provisions: Personnel policy, Corporate standards, Regulations on departments, Rules for the work of departments, job descriptions.
Management of HR processes: planning, selection, adaptation, evaluation and development of personnel.
Personnel audit, personnel planning and office work.
Organization and coordination of the personnel training process.
Suggestions for improving and optimizing the social and compensation package.
Participation in development KPI systems.
Creation and maintenance:
— an effective personnel reserve for key positions in the company;
— positive HR-image of the company;
- a favorable socio-psychological climate in the team.

HR Director
Development and implementation of the strategy for the development of the HR function within the Holding (Sales, Logistics, Warehouse, Service functions - number of 3000 people).
Participation in the development and implementation of programs to improve the efficiency of all business processes of the company.
Creation of new and maintenance of existing HR methodologies and their development.
Ensuring the achievement of target indicators: compliance with the norms of the Labor Code of the Russian Federation, development and implementation of motivational programs, formation of a personnel reserve, training and development of personnel, staffing, involvement of personnel.
Organization and control of the work of the HR function (subordinate to about 40 people).
Reorganization of HR policies and procedures in accordance with the objectives of the company.
Participation in the HR function automation project – methodological support, implementation of improvements, staff/user training.
Building effective communications and interaction with internal customers, maintaining the internal image of the HR function.
Selection and training of the HR team within the area of responsibility.
Headcount and personnel cost management.
Audit of business processes of the department.

HR Director
Development of a strategy for managing the HR function, development of regulations and policies.
Development of the main directions of the HR department: selection, adaptation, assessment and development of personnel, personnel reserve, motivation, corporate culture.
Creation of an effective recruitment process at all levels: from mass recruitment to top management.
Talent Acquisition: Responsible for the talent acquisition budget, coordinating the hiring/firing process. Overseeing the training of new employees.
Organization and control of the KDP: conducting a personnel audit of several legal entities, organizing the work of personnel records management (control of deadlines and quality).
Ensuring permanent organizational development Companies and change management as an agent of change.
HR brand development. Formation of the image of an attractive employer in the external and internal environment.
Building productive relationships with business leaders of the Company.

HR Business Partner

Goal: development and implementation of a strong HR strategy that ensures the achievement of the company's business goals; achievement of EBITDA&FCF indicators.

Maintaining a high level of competence of the management team.
Company security labor resources the required quality in the required quantity at the required time.
Development of an effective system of material motivation of personnel.
Increasing labor productivity.
Building a learning organization.
Building a strong HR brand.
Transformation of the HR function to the new realities and business objectives.
Development of a long-term and medium-term HR strategy, ensuring its implementation.
Development personnel policy and standards in the field of personnel management.
Selection and adaptation of personnel:
Long-term planning of needs and creation of a system of proactive personnel search.
Ensuring timely closing of vacancies.
Maintaining an adaptation system that ensures the fastest exit of a new employee at 100% efficiency, and reducing staff turnover during the probationary period.
Work with an external HR brand, formation of EVP.
The system of motivation and remuneration:
Updating the balanced scorecard.
Project management on systems of material motivation of top management.
Monitoring the effectiveness of the remuneration system for all categories of personnel.
Ensuring the availability of portfolios of goal cards for employees.
Development and implementation of non-financial incentive programs for employees.
Education and development:
Development of a training system in all areas: hard and soft skills, basic tools: LMS, field and on-the-job training, mentoring systems.
Implementation of a system for evaluating the effectiveness of training, including ROI.
Development of a personnel reserve system and staff rotation.
Labor productivity:
Implementation of programs to increase labor productivity.
Development of a system for monitoring indicators for assessing labor economics and performance benchmarks (both internal and external).
Organizational development:
Implementation of projects to improve the management model and the grading system.
Organizational efficiency, cost reduction.
Automation of HR processes, payroll in terms of benefits.
Increasing the employee engagement index:
Implementation of projects to increase staff loyalty.
Involvement of personnel in the development of the company's business, capitalization of initiatives.

5. Examples of achievements/key projects

The main points of attraction in the resume are achievements. Give specific examples of what you did in your current/previous jobs. Use the examples below as a basis for creating your own results. They should reflect the main KPIs of your work, taking into account the objectives of the position for which you are currently applying. These can be results both in numbers and without them.

Key Performance Indicators HR services

Labor productivity
The speed of solving production problems
Change in the ratings of service divisions in the overall rating structural departments companies
% of unfilled vacancies during the normal time
Average time to fill vacancies
Compliance with the budget allocated for the selection of candidates
The ratio of employees who successfully passed the probationary period to those who did not pass it.
% of employees certified by learning outcomes
% staff turnover
The number of top managers involved in the company and working in it
The number of top managers grown in the personnel reserve of the company itself
Monetary penalties imposed on judicial order due to illegal layoffs
Volumes of penalties
Sociometric rating of service units
Number of certified employees in relation to their total number
Labor productivity of employees before and after training
The number of successful appointments to higher positions in relation to the total number of appointments
NPS Employee Satisfaction Index (eng. Net Promoter Score)
The index for determining the commitment of employees to the company (index of readiness to recommend)
Average time to close a job
Average cost of hiring employees
Average number of applications received per vacancy
Average profit per employee
Average length of service of employees in the enterprise
Percentage of employees who received an internal promotion

Examples of KPIs results in numbers:

Restoration of the KDP of the Client (the staff of the client's company is from 1500 people, 5 legal entities).
Increased staffing by 13%.
Hiring more than 150 people, 25 of which became managers from the initial position of a specialist.
Formed the main composition of the group of companies by 98%.
Reduced staff turnover by 38%.
Conducted over 1500 interviews.
Increased the number of full-time employees by 10 times, freelancers by 20 times by optimizing the HR department.
The indicator of operationally closed positions of line personnel amounted to 96%.
Reduced the time for performance appraisal of employees by 3 times due to the development and implementation of a new procedure.
Increased the staff of developers by 3 times, ensured 100% completion of the probationary period. 95% of employees continue to work successfully in the company.
Ensured 90% turnout at domestic events.
Reduced costs by 20% by automating business processes.
Reduced personnel costs by 10% by optimizing the management structure and staffing.
Developed and conducted more than 150 comprehensive trainings for line managers on labor law, accounting of working time, adaptation and motivation of personnel.
Reduced the turnover of sales staff by 80% in 3 years through the implementation of projects on grading, the creation of a wage system, time tracking, the development and implementation of KPIs for staff, the formation of job profiles based on a competency model.
Developed 120 job descriptions.
Closed 1000 vacancies in 3 months due to the implementation new system mass recruitment.

Not all work results are quantifiable. In this case, you need to present the results in qualitative terms. Focus on successful projects.

Examples of achievements by KPIs without numbers:

Writing technical specifications for the revision of 1C for the project, control over execution, testing.
Development step by step procedures personnel operations.
Successfully passed inspections of the Labor Inspectorate, the Pension Fund of the Russian Federation, the Federal Tax Service, Auditors.
Successfully completed a series unscheduled inspections GIT.
No fines from regulatory authorities.
Positive judicial decisions on labor disputes.
Conducted research on employee engagement.
Developed and implemented a system of motivation and incentives for personnel; adaptation programs for new employees.
Conducted research on employee engagement, identified and described conflict situations and proposed a solution.
Developed and implemented a training course for the adaptation of new employees.
Organized and implemented a program to create a personnel reserve.
He assessed the competence of the staff, developed individual development plans.
Developed and organized the maintenance of a corporate news portal.
Optimized the staffing structure and headcount, graded positions.
Developed and implemented a shift work method (calculation economic efficiency, creation of shift schedules, wage systems, regulatory documentation).
Formed the direction of personnel management: personnel administration, payroll, selection, adaptation, training; developed new personnel documentation, employment contracts, regulations and work standards.
Organized the department for the selection and training of personnel from scratch.
Conducted an audit and organized the personnel department from scratch.
Created a positive image of the company for candidates.
Implemented summarized accounting of working time, shift work method, motivational schemes and bonus principles for all levels of personnel.

Awards/diplomas

Received an award in the nomination Best Project- 2016".
Received an award for creating the "X" program (2015).
In 2016, the company entered the TOP-100 companies and received the main award of the International Association "X".
At the end of 2015, he received the title of "Best in Profession".
Received the "Best Employee" award and promotion to the "X" position following the results of 6 months of work.

Key projects

Creation of a system of remuneration, material and non-material motivation of personnel.
Creation of an HR academy - a system of adaptation, training and development of personnel, assessment and formation of a personnel reserve.
Formalization and development of corporate culture.
Annual interview for all levels of staff.
Annual employee engagement survey.
Optimization of the onboarding program for new employees.
Development of a mentoring program.
Automation of HR processes, transition to SAP-HR.
Project of mentoring and personnel reserve.
Organization of the company's participation in the conferences "XXX" and "ZZZ".
Creation of a series of summer meetups for students of technical universities.
Played a key role in project teams to create programs to improve motivation, selection, adaptation, evaluation and training of personnel.
Implemented a project to select a new top management team.
Management of automation of business processes of personnel administration. Leading major automation projects (electronic books, sick leave, military records, electronic archive).
Implementation of KPI into the Bitrix 24 system (writing technical specifications, design development, implementation of automatic data calculation at the KPI assessment stage).
Supervision of the project for the introduction of an electronic archive of personnel records management.
Development and implementation of a project for the transition to electronic work books for employees.
Development and implementation of a project for the design of electronic sick leave.
Participation in the development and implementation of the program for the introduction of electronic digital signatures.
Implementation of projects for the introduction of corporate culture, a comprehensive assessment of personnel, the development of a tree of company goals and key indicators efficiency, systems of motivation.
Development and implementation of motivational schemes, a system of motivating factors and bonus principles for all levels of personnel.
Research on employee engagement, identification and description of conflict situations with proposals for solutions.
Development and implementation of a course for the adaptation of new employees.
The program for the creation of a personnel reserve.
Assessing the competence of personnel and compiling individual development maps for each position.
Development and implementation of KPIs for the work of the personnel service from the point of view of different target groups: founder, company management, HR service, personnel.
Development and implementation of the system effective management personnel service holding.
Conducting trainings on corporate standards.
Organization and conduct of classroom and field trainings under the program of internal training of employees.
Work on the topics: "Sales Techniques", "Management of Remote Control", "Product Training", "Typology of Clients", "Effective Negotiations", "Personnel Management", "Personal Efficiency", etc.
Support and evaluation of employees following the results of training.
Participation in personnel development projects.
Development of the direction of work with Universities.

6. Key skills

Team management
Project management
HR strategy
Employee management in regions
HR planning
Organizational structure optimization
HR brand development
Internal communications
External communications
HR records management
HR audit
Restoration of personnel documents
Passing personnel inspections
HR administration
staffing
military registration
Reporting to state funds
Management Accounting
HR administration
HR audit
Labor legislation of the Russian Federation
HR document flow
Automation of personnel workflow
Development of standards and procedures
Negotiation
Project management
Outsourcing
Outstaffing
labor law
Business process automation
Resolution of labor disputes
Conducting interviews
exit interview
Corporate culture
Development and implementation of the KPI system
Development and implementation of trainings
Automation of personnel processes in 1C: ZUP
Recruitment
Recruitment
Competency interview
Bulk selection
Selection of production personnel
Training
Staff adaptation
Personnel certification
Staff motivation
Staff development
C&B Compensation & Benefits
Information systems in the field of HR
HR software
Consultant+
Budgeting
Compensation and benefits
coaching
Performance Management
Talent Management
Hrscanner
workflowsoft
E stuff
English language
MS Office (Excel, Visio, PowerPoint)
Consultant Plus
SAP HR
1C ZUP 8.2 (8.3)
CRM systems
SP Expert
Ethics of business communication
Public performance
Business correspondence
Archive formation
Development of local regulations
Development of technical specifications
Resolution of labor disputes
Grading
E-Learning
Teambuilding
Team building skills
Networking
Leadership
Time management
Presentation Skills

7. Professional qualities

List personal qualities that are required for the required level of job performance. Choose 3-4 qualities that you possess and include in your resume/cover letter.

Communication
Teamwork skills
Orientation to help and support business
Proactivity
Result Oriented
Ability to quickly respond to changes
Ready for a dynamic pace and large volumes of tasks and communications
Ability to communicate effectively and resolve disputes

Ability to multitask
Ability to analyze a large amount of information: structure it and identify the necessary data
Stress tolerance
Analytic skills
Organizational skills
High discipline
Attention to detail
Ability to structure and control workflow
Ability to plan independently working time and prioritize
Responsible approach to tasks
Ability to search and find the necessary information in the shortest possible time
Result Oriented: Ability to set goals and meet deadlines
Flexibility and speed of thinking
Punctuality
Ability to communicate with employees of all levels
Ability to make contact
Ability to listen and hear
Ability to build relationships with department heads
systems thinking
Business Oriented
Ability to work in a matrix structure
Ability to understand the values of the company and convey to the staff
Ability to justify one's position
Ability to make strategic decisions
Ability to make business-oriented decisions
Enterprise
Ability to initiate and implement various ways problem solution
Strategic and logical thinking
Ability to initiate and implement change
Strategic thinking, focus on solving the problems of the "next step", structured and logical, result-oriented.
High communicative competence, the ability to be an equal top manager in a strong management team and an inspiring leader for his team.
Ability to work in a matrix structure.
Leadership qualities, ability to motivate and lead a team.

8. Examples for the "About Me" section

Section "About me" - general description your professional background. It can be in the form of a short paragraph of 1-4 sentences or a bulleted list. Indicate those aspects of your qualifications that are integral components of the vacancy, such as areas of activity, areas of specialization, key competencies, technical skills, licenses, certificates additional education. For example:

HR business partner with functions: recruitment, KDP, training, evaluation. Experience in trading companies with a headcount of 500 to 2300. Knowledge of best practices and technologies in the HR admin market. Experience in the development and implementation of KPI, assessment, certification and adaptation of personnel. Experience in building a talent pool, internal and external training. Excellent knowledge of the labor legislation of the Russian Federation, experience in the development and implementation of internal regulations, standards, instructions, regulations and procedures. Ownership modern technologies search and selection of personnel.
I know the techniques of recruitment, selection and evaluation of applicants, I know how to build a recruitment funnel. I know the methods of material and non-material stimulation of the work of the staff.
Experience in a holding structure of 500+ people. Specialization: KDP site management. Expert knowledge of the laws, regulations, and rules governing labor Relations. Excellent knowledge of HR administration;
Successful experience of passing inspections, labor disputes. Experience in automation of personnel processes in 1C: ZUP.
More than 6 years of experience as a Human Resources Manager in large commercial companies (with more than 1500 employees). Supervised by 5 people. Expertise in the field of personnel administration. Experience of transition to centralized and automated process personnel administration. Knowledge of migration legislation (experience in hiring non-residents from visa-free countries).
More than 3 years of experience in the role of head of HR Administration in a large federal structure with more than 3,000 employees. Experience in project work: a portfolio of successful cases. Expert knowledge of labor legislation, awareness of all the latest changes. Confident user of SAP HR.
Experience in the role of the head of the personnel administration department 5 years in a large Russian company with more than 500 employees. Knowledge of advanced practices and technologies in the HR administration market. Experience in working with citizens of the CIS. Experience of successfully passing inspections in state bodies.
More than 6 years of experience in independent management of KDP and knowledge of all areas of personnel records management and legislative framework by KDP. I am able to resolve controversial issues and quickly respond to changes. Able to organize planned work and accomplish tasks. Ready for a dynamic pace and large volumes of tasks.
Experience in the position of head of the department of personnel records management and personnel accounting in a large (from 1500 people) company with a developed branch network and several legal entities. Experience in preparing a position on labor disputes, including the experience of personally defending the interests of the company in court together with lawyers. Knowledge of staff appraisal procedures.
I have the skill of selecting rare, as well as those who are not actively looking for managers and specialists, through social networks, professional communities, receiving recommendations. Ability to identify needs and through them to interest potential candidates to work in the Company. Experience in the development and implementation of KPI, assessment, certification and adaptation of personnel. Excellent knowledge of the labor legislation of the Russian Federation, experience in the development and implementation of internal regulations, standards, instructions, regulations and procedures. I have a high rate of job closures. Closing experience a large number"difficult" vacancies in a short time up to 40 vacancies at the same time.
Experience in a recruitment agency/in-house as an HR generalist for 3 years. Experience in managing and successfully closing IT vacancies of various levels of complexity (development, marketing, sales, PM, etc., including top management). I know how to work with specialized sources of candidate search (forums, networking, recommendations, etc.). I know the market information technologies and all professional resources for personnel search. Experience in organizing personnel assessment, building a grading system, conducting the adaptation process, resolving conflict situations.
Experience in actively searching for IT specialists (C#, .NET, JavaScript, QA, Mobile, PM) using various recruitment channels: HH, LinkedIn, Facebook, VK, Telegram, GitHub, recommendations.
Independent selection of candidates for positions of any level (junior, middle, senior developers, testers, project managers). High rates of closing vacancies, knowledge of modern recruiting standards.
I have a successful experience in implementing and implementing programs to improve the efficiency of business processes in companies different kind activities (retail, construction, services, production): building a system of accounting and control for all HR functions, developing and implementing effective motivational programs, building a system for a comprehensive assessment, training and development of personnel, developing internal communications, an HR brand. I know the Labor Code of the Russian Federation and the KDP at an expert level. In my work, I welcome a systematic approach and the adoption of non-standard solutions for the tasks set.
Work experience as a Human Resources Director in a large trading and manufacturing company with more than 2,000 employees. Possession of modern HR technologies within all key blocks, experience in implementing and implementing programs to improve the efficiency of business processes: building an accounting and control system for the entire HR function, developing and implementing effective motivational programs, building a system for comprehensive assessment, training and development of personnel, development of internal communications.
A leader, a born communicator and an ideological inspirer who is able to lead, unite and develop, as well as attract new talents. An optimist with an active life position, a systematic and strategic thinker, an excellent negotiator, a team player, stress-resistant and able to work independently in multitasking mode.
In my work, I welcome a creative approach and the adoption of non-standard solutions for the tasks set. I have expert knowledge in the field of personnel records management and the Labor Code of the Russian Federation, the main areas of personnel management. I am very good at recruiting and evaluating staff. I know how to build a favorable microclimate, a positive corporate culture aimed at team building and caring for employees.
Over 5 years of experience in HR management in the IT field. Availability successful projects in adaptation, evaluation, development, staff motivation, development of the HR brand. Knowledge of the Labor Code of the Russian Federation and the KDP at the expert level. Willingness to work for results with very large amounts of information and tasks.
7 years of experience as an HR Director manufacturing plant(mining industry) with a staff of more than 1200 people. Excellent knowledge of labor legislation, fundamentals of economics and sociology of labor, modern management techniques production staff and increase its efficiency, confident possession of the summarized accounting of working time. Confident PC user: Word, Excel, SAP HR. Excellent communication skills, responsibility, independence, initiative, pronounced leadership competencies. Active life position, analytical warehouse mind, ability to work with any categories of personnel.
I have over 6 years experience in HR. I know the technologies of mass selection, assessment and development business games. In practice, she implemented programs of adaptation, motivation and development of personnel. I have expertise in HR administration and writing policies and procedures. I own tools for automating HR processes (1C, E-staff, etc.).

9. Download templates

Choose one of the pre-made templates that suits your work experience.

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Job search and career development coach. The only trainer-interviewer in Russia who prepares for all types of interviews. Resume writing expert. Author of the books: "I'm afraid of interviews!", "To strike on the spot #Resume", "To strike on the spot #Cover letter".

11.2011 – 11.2012
JSC "Bank Otkritie"
Field of activity:
Job title: Network sales team leader

Responsibilities:

06.2010 – 11.2011
JSC "Alfa-Bank"
Field of activity: Banking/Finance and Credit
Job title: Consulting manager
Responsibilities: Finding and attracting clients, consulting and working with current clients, selling/issuing cash loans, selling/issuing credit cards, selling/issuing loans issued within 30 minutes, selling/issuing current accounts, selling/issuing savings accounts, selling/issuing deposits , sale/registration of accumulative insurance accounts of NSZH (Pension account, children's account), sale of co-branded/discount/cumulative plastic cards (Aeroflot-bonus, S7, Men's card, Cosmopolitan, M-Video, Individual design cards), sale/registration of life insurance owners of personal loans and losses from work, life insurance for credit card holders, sale/registration of brokerage accounts, sale/registration of debit and credit card protection against unauthorized withdrawal Money, sale/registration of travel insurance together with property, sale/registration of custodians of personal belongings (key chains, stickers on mobile phones and documents), sale/registration of Internet banking, SMS notifications, services performed through mobile phone, sale/registration of non-state pension insurance, consultation of clients on mortgage lending, consultation legal entities on opening current accounts, presentation of salary projects for organizations, presentation of bank products in organizations, generation of reports, planning. Processing online applications for loan products. Work to attract customers to VIP-service. He was repeatedly recognized as the best employee of the bank in the opinion of clients, the winner in the nomination "Appreciate the client" for the 1st quarter of 2011.

08.2009 – 01.2010
OOO "Ok-Oil" Field of activity:
Job title:
Responsibilities: Organization of the company's work from scratch, wholesale sales of petroleum products (light and dark) by rail, road and pipeline, search for suppliers, negotiating with buyers and suppliers, expanding the client base, concluding contracts, accounting support for transactions, monitoring the petroleum products market, maintaining the current client base.

11.2008 – 08.2009
OOO "VolgaNeft"
Field of activity: Extractive industry / energy / fuels and lubricants Job title: Regional sales specialist Responsibilities: Wholesale oil products (light and dark) by rail, road and pipeline, search for suppliers, negotiating with buyers and suppliers, expanding the client base, concluding contracts, accounting support for transactions, monitoring the oil products market, maintaining the current client base. Implemented a developed personal system of performance indicators for the company's financial and non-financial financial indicators.

03.2008 – 11.2008
GC "Complex-Oil"
Field of activity: Extractive industry / energy / fuels and lubricants
Job title: Specialist in the wholesale supply of petroleum products in the Russian Federation
Responsibilities: Wholesale sales of petroleum products (light and dark) by rail, road and pipeline, search for suppliers, negotiating with buyers and suppliers, expanding the client base, concluding contracts, accounting support for transactions, monitoring the oil products market, maintaining the current client base

03.2006 – 03.2008
LLC "Raycenter"
Field of activity: Food
Job title: Service kitchen operator, assistant manager
Responsibilities: Responsibilities of the service kitchen operator and assistant manager, accounting support for production, issuing primary documentation in the 1C program Production, accounting, communications, negotiating with suppliers, selling / filing requests to suppliers. He was recognized as the best employee in his field in 2007.