SRI’s HR staffing team understands that today’s human resources departments carry a great deal of responsibility. They’re tasked with facilitating and recruiting for operations in multiple locations, as well as virtually. They’re expected to have broad experience in benefits administration, corporate learning, HRIS, workplace diversity, strategic management, culture clarity and performance measurement tools. Additionally, top HR talent needs to be social-media savvy, monitoring internal and external employee communications.

SRI’s HR staffing recruiters specifically seek out talent that can recognize these short- and long-term trends. Find out how SRI can help address your human resource staffing needs.

Facilitating Partnerships

Because a human resources department has such direct impact on your business’s corporate culture, SRI HR staffing recruiters take particular care to uncover the appropriate skill set and mindset that will not only align with your company’s corporate values and culture, but add significant value to it.

Start your search by reviewing the SRI prescreened human resource candidate profiles below.

Human Resources Manager & Generalist (B.S. Communications) with 10 years of experience providing guidance and advice to management regarding disciplinary actions, performance management, and employee coaching. Manage summer intern program. Completed onboarding of two acquisitions – including integration of 30 new staff members within three months. Provided consistent and proactive support, direction and counsel. Focus areas include full cycle recruitment, HR policy, training, performance management, employee relations and benefits administration. Developed and led employee relations programs.

Human Resources Professional (M.S., Human Resource Management; B.A., Human Resource Management) with 15 years of comprehensive human resources experience including building relationships at every level of an organization, recruitment and retention, conflict resolution, change management, employee relations, and benefits administration. Proven experience with senior management to conduct Human Resources strategic planning in order to support and further corporate goals. Demonstrated experience initiating cost containment strategies resulting in significant savings. Excellent ability to address and implement strategic plans for talent acquisition, retention and succession planning. Proven skills in labor and employment law including complaint investigation to thwart legal action.

Performance-driven Director of Talent Acquisition / Talent Management Leader (Master Degree – Human Resource and Industrial Relations Management, Bachelor Degree – Speech Communication, Certificate in Organizational Effectiveness / OD) with over 15 years of creating and improving world class global organizations across broad industries. Expertise in translating strategic business goals into actionable Human Performance plans and driving full lifecycle workforce planning and talent management initiatives.

Human Resources Professional (B. A. in Human Services/Human Resources, Human Resource Management Certificate) with strengths in coaching managers and in resolving employee conflicts by administering disciplinary procedures and creating performance improvement plans that will allow an employee to correct performance. Sourcing, interviewing, hiring, and orienting exempt and non-exempt candidates. Assessing talent to increase motivation, cut costs in overhead, and increase retention. Training employees in corporate compliance, policy interpretation, HRIS, timekeeping, and benefits administration. Training HR staff in HRIS and corporate and legal compliance. Creating and maintaining policies and procedures. Friendly, positive, pleasant, collaborative, service focused leader with expertise in: Employee Relations, Benefits Administration, Legal Compliance, Strategic Planning, Talent Acquisition, and Training and Development.

Payroll & Benefits Manager (Bachelors of Science in Accounting) with experience supporting over 9000 employees in the United States and Canada, union and non-union payrolls. Reporting directly to the Director of HR, and supporting CFOs, VPs, and Controllers; remained main point of contact for all employees. Demonstrated leadership in escalated issue resolution, team support and morale building, and training. Ability to organize and coordinate multiple tasks, build strong customer relationships, and communicate effectively with all levels of an organization. Knowledge of standard payroll practices, procedures, systems, and terminology. Knowledge of federal, state, social security, unemployment, and workers’ compensation laws and regulations as they affect payroll systems and operations.