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Kevin Orr HR Resume
- 1. Kevin D. Orr ______________________________________________________________________ 18 Whittier St. #2F, Cambridge, MA 02140 | C: 480-353-7663 |E: Kevindorr@yahoo.com Career Objective Innovative and results-driven human resources professional with 11+ years of human resources experience. I am searching for new opportunities in the human resources field to expand my skillset and knowledgebase. Employment History Fresenius Medical Care | May 2015 - current Gap, Inc. | August 2000 - November 2014 Employee Service Center Representative: •Fresenius Corporate Offices, MA … May 2015 – current Assistant General Manager: (March 2005 – December 2005, July 2009 – November 2014) •Cambridgeside Galleria, MA … September 2013 - November 2014 • Harvard Square, MA … February 2013 - September 2013 • Cambridgeside Galleria, MA … November 2012 - February 2013 • Faneuil Hall, MA … September 2012 - November 2012 • Scottsdale Fashion Square, AZ … April 2012 - September 2012 • Cambridgeside Galleria, MA … October 2011 - April 2012 • Chandler Fashion Center, AZ … July 2009 - October 2011 • Park Meadows Mall, CO … March 2005 - December 2005 Assistant Manager: (December 2005 – July 2009) • Casa Paloma, AZ … August 2008 - July 2009 • Chandler Fashion Center, AZ … December 2005 - August 2008 Visual Merchant • Park Meadows Mall, CO … May 2002 - March 2005 Sales Associate • Arbor Place Mall, GA … August 2000 - May 2002
- 2. Human Resources Experience (Fresenius) Customer Service  Responsible for driving the FMCNA culture though values and customer service standards.  Accountable for outstanding customer service to all external and internal customers.  Develops and maintains effective relationships through effective and timely communication.  Takes initiative and action to respond, resolve and follow up regarding customer service issues with all customers in a timely manner. Principle Responsibilities and Duties  Initial point of contact for employees with routine HR related inquiries and issues. Initial point of contact for managers needing routine HR systems and process support.  Provides information to employees on HR/ employment policies and practices.  Processes HR and benefits transactions and supports the auditing of information  Responds to routine inquiries from executives, managers and employees relating to general HR policies, practices, processes and systems.  Adheres to established processes, procedures, and systems to resolve employee inquiries  Provides superior customer service to all employees by promptly responding to employee inquiries  Achieves performance measures and adheres to established customer service standards  Escalates non-routine matters to appropriate individuals or groups  Maintains records relating to employee inquiries via a case management tool  Processes HR and benefits transactions in PeopleSoft, Taleo, and other HR applications.  Participates in information sharing with other service center representatives; identifies trends and passes recommendations for improvement to the Tier 1 Leader and Tier 2 HR Specialist  Supports HR team by providing clerical and administrative support. Additional Responsibilities and Achievements  Committee member for the ASK HR Project to stream ASK HR process for the ESC team including creating templates and consolidating policies and procedures to a central location  Drafted several quick cases that were implemented in the Case Management system  Awarded the Rookie of the Year for 2015 in the field of Human Resources Human Resources Experience (Gap) Hiring and Retention • Responsible for recruiting, interviewing and hiring one-third of total store staff, consisting of 30-75 employees per store. • Met with new hires to review business guidelines and policy. • Administered hiring paperwork, including W-4 and I-9 forms. • Retained staff by boosting employee morale and performance through recognition and incentive initiatives, including: • Employee Appreciation Week twice per quarter. • The Employee of the Month program. • Facilitating the corporate RAVE rewards system, in which employees are awarded points to apply toward online purchases.
- 3. Training and Development • Conducted new employee orientations during big-hire seasons to foster positive attitudes toward company objectives. Reviewed corporate policies, employee dress code, Zero Means Zero harassment and discrimination policy, Gap’s open-door policy, loss prevention, product knowledge, Gap Card legal policies, and state and federal laws, statutes and regulations. • Hosted districtwide employee and management training workshops on product information, visuals, marketing and merchandising across the Boston, Phoenix and Denver markets. • Created development plans for 22 direct-report managers, built strong and cohesive management teams within the store, and oversaw the promotion of 7 managers to higher- grade positions, as well as 3 associates to management positions. Employee Relations, Mediation and Conflict Resolution • Fostered a healthy workplace environment by maintaining an approachable, but results oriented, management style and serving as a trusted link among all staff. • Worked to resolve employee-employee, employee-management and management- management workplace issues by handling questions, interpreting corporate policy and administering relevant paperwork, including incident reports. • Played a crucial role in identifying employee theft behaviors, and partnered with the loss prevention agent on issues related to employee and customer theft. Payroll Administration • Administered, submitted and appropriately filed payroll reports on a weekly basis. Monitored and reviewed employee hours, vacation time, sick days and leaves of absence. Made payroll adjustments if necessary. Adhered to all payroll policies. Operations Management • Implemented corporate policies, conducted weekly audits and ensured compliance with federal and state laws. Audits involved making sure: • I-9 forms were correctly filled out and filed, ensured files were up to date. • Bank drafts and bank deposit book completed correctly and locked in safe. • Exit ways clear, adequate space in walkways and between generators and store product. • Trash inspections were conducted via closed-circuit television to check for internal theft. • Sensors and tags in proper location and employee lockers adhered to company policy. • Meal breaks compliance. • Created employee and management schedules and monitored and controlled employee hours. • Met daily budget goals by adding or reducing employee hours based on sales. • Communicated to staff and implemented any company policy changes. • Directed staff, wrote management reports, and maintained personnel records. • Ordered supplies, carried out replenishment procedures, organized marketing and backroom stock, and in charge of in-store online orders. Education • University of Phoenix | Associate of Arts in Business … Graduated February 2013 • Douglas County High School, GA | Diploma … Graduated May 2002 Certifications • SHRM-CP… June 2016