Paul Smith

Successful human resource candidate with expertise in employee recruitment, training and payroll management. Adept at building and maintaining positive relationships with employees and management. Strong organizational skills and committed to adhering to relevant laws and regulations. Personable with solid background in talent acquisition, employee relations and performance management. Skilled in utilizing data and analytics to push strategic HR initiatives. Strong analytical skills and committed to implementing HR policies and procedures. Dedicated professional eager to create and implement successful strategies to improve organizational efficiency. Adept at utilizing data analysis to provide insights into HR initiatives. Strong communication and interpersonal skills and committed to pursuing best practices related to employee development and retention. Organized and dependable candidate successful at managing multiple priorities with a positive attitude. Willingness to take on added responsibilities to meet team goals. Senior Human Resources Manager with history of improving policies, reducing turnover, optimizing compensation and reducing benefits costs. Collects, organizes and evaluates key data to improve HR decision-making process. Well-qualified with proven success in improving operations and solving problems. Highly proficient in building lasting relationships with key decision makers, customers and team members to further company goals. Ready to leverage training and experience to take on new professional challenges. Successful at overseeing all areas of HR for companies with over150 employees. Versatile and forward-thinking leader with a firm grasp of best practices and human resources management functions. Systematic and detail-oriented professional with advanced HRIS skills. Multi-talented Human Resources Executive successful at streamlining costs and maximizing company profile in job market. Versed in EEOC and other relevant compliance statutes. Excellent organizational and time management skills coupled with task prioritization.

· Collaborated with the Office of the Assistant Secretary of the Navy (Financial Management and Comptroller) and implemented a Congress approved plan to increase 1,000 additional HR positions for the U.S. Navy to be allocated at the rate of 250 positions per year for five years.

· Authored and managed the Command Pay and Personnel Administrator (CPPA) Navy Enlisted Classification Code (791F). Resulting in an increase of 4,500 position requirements and 4,000 authorizations.

· Identified, developed, and implemented a Navy fleet-wide program aligned with multiple platforms to include a Front-End Analyses identifying requisite Knowledge/Skills/Abilities associated with Navy Pay and Personnel enterprise.

· Developed an Assessment program (MS Access) that tracks and scores employee levels of skills and leadership potential. Increased employee engagement by 82%.

· Identified leadership/bench strength development issues and shifted company focus to a portfolio management approach, while identifying and developing future leaders for multiple roles.

· Developed and instructed a two-day Leadership Management course that focuses on “Leading Self, Leading Others, and Leading the Company”. Graduates to date: 55

· Solely managed 2,945 positions on the Billet-Based Distribution document; maintained an exceptional 98% Quality of Alignment Score. Only US Navy Aircraft Carrier to deploy with over 95% Quality of Alignment.

· Inspection and Audit ready. Developed and implemented a robust database that tracked and processed 66,000 military pay transactions, 125,000 pieces of correspondence, instructions, recognition awards, and 3,500 career development sessions with a 1.2% discrepancy rate. Resulted in receiving and “OUTSTANDING” on Navy Fleet Examination Inspection. Only Aircraft Carrier to get an OUTSTANDING in over 20 years.

· Used Microsoft Excel and Access to develop spreadsheets and databases.

· Supervised and led a team of 150+ staff members.