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 |
