Stephen Burgor

620 Halton Road, Apt. 7008Greenville, 29607 Cell Phone: 248 525-3551 E-Mail: sburgor07@yahoo.com

SUMMARY – With my recent post-graduate certification (master’s degree level) in human resources I am seeking a position in human resource management. With various transferrable skills in the field of education, and a proven track record of excellence, I am an excellent choice for meeting a company’s short and long-term human resource leadership goals.

Objective

To attain the position of a Human Resource Generalist position. Because of my vast amount of transferrable skills it is my prime initiative to move into the field of human resources believing that I can attain a high level of success.

Furthermore, my long-term goal is to move into the position of Human Resource Director/Manager. Because of my proven commitment to excellence this position is within my grasp in the foreseeable future.

Experience

Facilitator/Instructor (September 2008 to present)Instruction in complex multiple online educational systems. Facilitation in developing strategies for: achieving educational and professional goals, leadership, critical thinking, collaboration, and written and electronic communication.

Teacher (2003 to present)Regular classroom instructor K-5; middle school, high school: reading, writing, language arts, math.

Certified in Michigan and South Carolina

Human Resources Type Experience – see pages 2&3 (September 2008 – present)

Education

Donald W. Maine College of Business | Davenport University (2012 to 2015)Post-Graduate certificate Human Resource Management 3.93 GPA

Course work

Finance of Compensation and Benefits Employment Law and Labor Relations Organizational Development and Training Advanced Problem Solving in HR Management Managing Human Resources

University of Phoenix (2006 to 2008)Master of Arts Degree – Education 3.99 GPA

SHRM-CP (December, 2015)

Society for Human Resource Management Certified Professional test completion

Western Michigan University

Bachelor of Science Degree

Skills & Professional Development – Graduate Level

Using presentation tools How to publish Multimedia in the classroom Research and scholarship Copyrighting APA formatting Professional tone and communication Building better writers Academic integrity Faculty certification Assessment

HR EXPERTISE (Through related position, confirmed by SHRM-BoCK Standards)Functional Area #1 – Talent Acquisition and Retention

Implementing and utilizing technology to support effective and efficient approaches to sourcing, recruitment, evaluation, and selection. Evaluation techniques

Formal assessment methods and toolsFunctional Area #2 – Employee Engagement

Alternative dispute resolution techniques Analysis of organizational culture and climate, Coaching and counseling Cognitive biases (e.g., halo bias, similar-to-me bias) Complaint resolution procedures, Conflict management theory and approaches Disciplinary procedures and approaches, Management of people Metrics, Motivational theories, Performance management systems Principles of effective performance appraisal techniques (e.g., goal-setting, giving

feedback) Principles of survey creation, administration, and evaluation Recognition approaches, Retaliation prevention approaches

Functional Area #3 – Learning and Development Planning for internal or external resources to deliver appropriate development

interventions to target internal audience. Creating a forum of internal social networks for effective sharing of knowledge among

employees. Advancing organizational learning and development, knowledge management, and the exchange of information about practices and innovations.

Consulting and providing resources and processes to facilitate experiential learning and development.

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Functional Area #5 – Organization Implementing solutions based on analysis and understanding of the impact on the

organization of leading and lagging financial, customer, operations, and learning indicators.

Functional Area #6 – Organizational Effectiveness and Development

Creating and monitoring metrics to assess organizational development and effectiveness Recognizing and eliminating barriers to organizational development and effectiveness. Planning for internal or external resources to deliver appropriate short-term development

interventions and activities.Functional Area #10 HR In Global Context

Developing expert knowledge of global trends and best practices. Building cross-cultural relationships and partnerships with global stakeholders.

Functional Area # 11 Inclusion Consulting on the difference between issues of performance and those of culture or

personal style. Developing expert knowledge of global trends and best practices in diversity and inclusion.

Facilitating an organizational culture that promotes a global mindset for diversity and inclusion through development activities and experiences.

Championing diversity and inclusion programs with external stakeholders (e.g., diverse suppliers).

Demonstrating nonjudgmental respect for others’ perspectives.Functional Area #12 – Risk Management

Directly or indirectly developing, implementing and overseeing the execution of programs, practices, and policies that mitigate risk and support organizational success (e.g., appropriate use of technology, fiduciary responsibility, fraud, theft,workplace safety and security, workplace violence).

Investigating, evaluating, and responding to all reports of unethical behavior, conflicts of interest, and associated levels of organizational risk.

Advising executives on any reports of unethical behavior or conflicts of interest that increase risk tolerance or risk of liability. Demonstrating the highest ethical standards and practices and organizational values—espoused as well as enacted.

Functional Area # 14 U.S. Employment Law and Regulations Maintaining a current working knowledge of relevant employment laws, domestic and/or

global.Functional Area #15 – Business and HR Strategy

Developing results-oriented metrics and scorecards that contribute to organizational success.

Maintaining advanced knowledge of key industry metrics and how the organization compares to the standard.

In conjunction with other leaders, establishing measurable goals and objectives that create a culture of accountability, and regularly monitoring results against goals in support of business strategy.

For more immediate information, seeing the quality of my work, go to:

LinkedIn.com – Stephen Burgor Owner – Writing From Imaginationwww.writingfromimagination.com

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