Sample PLA Resume 3

[Student Information Redacted]

PLA Resume

Accomplishments:

  • Attained an Associate of Arts in Psychology in 2018, Magna Cum Laude
  • Maintained Professional in Human Resources certification since 2008
  • Worked for the State of Idaho for 29 years.
  • Worked in Human Resources for 18 years.
  • Volunteered at our church for 10 years. President of the women’s group for two years. Participated on the worship team. Facilitated children’s church. Prepared and served meals weekly.
  • Mission trip to Tanzania, Africa in 2007. Painted elementary school. Assisted with building a new above ground water tank. Played games and sang with the children.
  • Co-owner of Life’s Little Treasures gift shop for 3 years.

Expertise Areas:

Expertise Area Source of Learning Accomplishment Dates
Leadership HR Officer: Department of Environmental Quality (DEQ)

 

Crucial Conversations: Division of Human Resources (DHR)

 

Coaching and Feedback, Supervisory Academy: DHR

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Supervision I-IV: Boise State University (BSU)

Lead an HR team of 5 employees; Member of Senior Management Team

 

Analysis of various types of leadership styles. Adjust style based on each employee.

HR Officer: 2012 – Present

 

Crucial Conversations: 2017

 

Coaching and Feedback: 2014

 

Emotional Intelligence: 2012

 

Supervision I-IV: 2003-2004

Communication HR Officer: DEQ

 

HR Specialist Senior: DEQ

 

Crucial Conversations: DHR

 

Coaching and Feedback, Supervisory Academy: DHR

 

How to Conduct an Internal Investigation: BLR and HRHero

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Mediating Workplace Disputes: BSU

 

Intercultural Conflict Management: BSU

 

Supervision I-IV: BSU

 

 

 

Effective and respectful oral, written, and electronic communication with internal and external customers; presentations; investigative interviews & reports; mediating disputes; terminating employees; interviewing applicants; and providing constructive feedback.

 

Journaling for documenting employee performance; recommending recognition; documenting investigative interviews; writing extensive reports, formal disciplinary actions, policies, procedures, and guidance.

HR Officer: 2012 – Present

 

HR Specialist Senior: 2005-2012

 

Crucial Conversations: 2017

 

Coaching and Feedback: 2014

 

How to Conduct an Internal Investigation: 2013

 

Developing Emotional Intelligence: 2012

 

Mediating Workplace Disputes: 2006

 

Intercultural Conflict Management: 2006

 

Supervision I-IV: 2003-2004

Critical Thinking HR Officer: DEQ

 

HR Specialist Senior: DEQ

 

Crucial Conversations: DHR

 

Coaching and Feedback, Supervisory Academy: DHR

 

How to Conduct an Internal Investigation: BLR and HRHero

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Mediating Workplace Disputes: BSU

 

Intercultural Conflict Management: BSU

 

Supervision I-IV: BSU

 

 

 

Critical thinking skill development through problem solving, dispute resolution, constructive feedback, policy and procedure development, investigations, and presentations.

 

Development of new programs and processes to gain efficiencies.

HR Officer: 2012 – Present

 

HR Specialist Senior: 2005-2012

 

Crucial Conversations: 2017

 

Coaching and Feedback: 2014

 

How to Conduct an Internal Investigation: 2013

 

Developing Emotional Intelligence: 2012

 

Mediating Workplace Disputes: 2006

 

Intercultural Conflict Management: 2006

 

Supervision I-IV: 2003-2004

Problem Solving HR Officer: DEQ

 

HR Specialist Senior: DEQ

 

Crucial Conversations: DHR

 

Coaching and Feedback, Supervisory Academy: DHR

 

How to Conduct an Internal Investigation: BLR and HRHero

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Mediating Workplace Disputes: BSU

 

Intercultural Conflict Management: BSU

 

Supervision I-IV: BSU

 

 

Ethically assess and apply problem solving during employee disputes, performance management, and investigations. Complete these processes with integrity. Treat individuals involved with dignity and respect. Conclusions are based on policies, rules, or laws that have been broken.

 

Frequent and honest communication with the team. Dissect problems and ask for feedback.

HR Officer: 2012 – Present

 

HR Specialist Senior: 2005-2012

 

Crucial Conversations: 2017

 

Coaching and Feedback: 2014

 

How to Conduct an Internal Investigation: 2013

 

Developing Emotional Intelligence: 2012

 

Mediating Workplace Disputes: 2006

 

Intercultural Conflict Management: 2006

 

Supervision I-IV: 2003-2004

Ethical Principles and Standards HR Officer: DEQ

 

HR Specialist Senior: DEQ

 

Respectful Workplace: DHR

 

Crucial Conversations: DHR

 

Coaching and Feedback, Supervisory Academy: DHR

 

How to Conduct an Internal Investigation: BLR and HRHero

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Mediating Workplace Disputes: BSU

 

Intercultural Conflict Management: BSU

 

Supervision I-IV: BSU

 

 

Treat employees and supervisors equally and with dignity and respect. Base thoughtful conclusions on facts against policies, rules, and laws. Withhold making a conclusion before having all of the facts. Withdraw from any situation I may have a bias towards one side over the other. HR Officer: 2012 – Present

 

HR Specialist Senior: 2005-2012

 

Respectful Workplace: 2019

 

Crucial Conversations: 2017

 

Coaching and Feedback: 2014

 

How to Conduct an Internal Investigation: 2013

 

Developing Emotional Intelligence: 2012

 

Mediating Workplace Disputes: 2006

 

Intercultural Conflict Management: 2006

 

Supervision I-IV: 2003-2004

Interpretation & Evaluation of Policies & Rules HR Officer: DEQ

 

HR Specialist Senior: DEQ

 

How to Conduct an Internal Investigation: BLR and HRHero

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Intercultural Conflict Management: BSU

 

 

Constantly review policies and rules for needed updates. Interpret them based on intent and past application. Evaluate the effectiveness of them. Create new policies and rules as needed based on situations. HR Officer: 2012 – Present

 

HR Specialist Senior: 2005-2012

 

How to Conduct an Internal Investigation: 2013

 

Developing Emotional Intelligence: 2012

 

Intercultural Conflict Management: 2006

Team Development & Performance HR Officer: DEQ

 

HR Specialist Senior: DEQ

 

Crucial Conversations: DHR

 

Coaching and Feedback, Supervisory Academy: DHR

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Mediating Workplace Disputes: BSU

 

Intercultural Conflict Management: BSU

 

Supervision I-IV: BSU

 

 

 

Build and maintain trust and respect within the team. Frequent and honest communication. Constantly monitor the morale of the team. Address issues as they arise and don’t let them linger. Ask your team for input into processes and goals.

 

Conduct a resource analysis annually to determine improvements needed. Develop an annual work plan for the team.

 

HR Officer: 2012 – Present

 

HR Specialist Senior: 2005-2012

 

Crucial Conversations: 2017

 

Coaching and Feedback: 2014

 

Developing Emotional Intelligence: 2012

 

Mediating Workplace Disputes: 2006

 

Intercultural Conflict Management: 2006

 

Supervision I-IV: 2003-2004

Innovation and Creativity HR Officer: DEQ

 

HR Specialist Senior: DEQ

 

Lean Practitioner Training: DEQ

 

Crucial Conversations: DHR

 

Coaching and Feedback, Supervisory Academy: DHR

 

Developing Emotional Intelligence: Fred Pryor Seminars

 

Supervision I-IV: BSU

Continually look for ways to improve processes. Eliminate non-essential steps. Embrace change with a positive attitude. Encourage staff through change. HR Officer: 2012 – Present

 

HR Specialist Senior: 2005-2012

 

Lean Practitioner: 2019

 

Crucial Conversations: 2017

 

Coaching and Feedback: 2014

 

Developing Emotional Intelligence: 2012

 

Supervision I-IV: 2003-2004

 

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