Christopher Rihermere, Foundation recruiter searching for brave minds

About

Versatile, Passionate and Resourceful Human Resource Business Partner (HRBP) with thirteen (13) years of experience in various industries. Experienced HRBP with extensive knowledge, skills, achievements with proven track records in driving business results through effective people management, employee development training, recruitment, employee engagements and designing competitive compensation and benefits to increase retention rate. My expertise lies in successfully directing organizational planning and development through strategic initiatives and programs. I am a strong team player liaising with varied of stakeholders locally, regionally and globally based and possess a clear vision towards the management of the HR department. I am confident that my presence would take your company to the newer heights.

Experience

Northumberland Christian School

Nov 2021 – Present

HR Department

Northumberland Christian School was founded in 1972 and is a ministry of the First Regular Baptist Church of Northumberland, Pa. The school offers a full educational program for students from preschool through high school. High school students must complete a minimum of 26 credits in order to graduate. All students must complete 4 credits in English, 3 credits in social studies, 3 credits in math, 3 credits in science and 2 credits in health and physical education. Northumberland Christian School has graduated 482 students, beginning in 1978 and continuing each year to the present. 70% of our graduates have gone on to attend four-year colleges, including state universities, independent liberal arts colleges, and four-year Christian colleges; 12% of our graduates attended two-year college programs or two-year nursing schools; and 4% have entered the armed forces. From our 482 Alumni, we have had 10 National Merit Scholars and 17 students who received Letters of Commendation from the National Merit Scholarship Corporation. The average SAT score of our graduates is well above the national average.

Tapestry

Jul 2019 – Mar 2021

Kuala Lumpur, Malaysia

Human Resources

• Handling full spectrum of HR functions for Corporate and Retail Team in Malaysia (with the team expanding to 300+ headcounts) • To drive recruitment on hiring top talents and supporting various store openings on business expansions. Actively identifies gaps, proposes and implement changes necessary to cover risks • Identifying and designing future and current training needs for succession planning. Designs succession plans for key talents and key job positions . • Build strong relationship with all business stakeholders and acts as a facilitator for the management team. Actively supporting discussions and transferring best practices from different functions in the organization • Act as the performance improvement driver and provokes positive changes in the people management • Lead the other HR function team (Talent Acquisition, Compensation & Benefits, HR operations) to drives strategies in supporting the business needs and building employer branding • Monitor and evaluate the effectiveness of the training programs, success and ROI periodically • Organize a comprehensive learning & development plan for employees which specifically targets different populations to enable their growth, resulting in stronger business • Identify potential calibers (Corporate and Retail workforce) for talent mapping in ensuring there will be readiness growth of the internal talents and foster mobility opportunities for employees which includes abroad store/ office attachment exposures • Propose and manage budget for staff development, employee welfare's and recruitment. Monitor HR metrics (e.g. turnover rates and cost-per-hire) • Recommends and develop tactical incentives, recognition and other pay plans for specific segments of the population • Actively associating with headquarter (New York) to roll-out new launches of Global HR system to People Managers/ Employees by coordinating regular training, implementing business best practices and deploy HR systems, technologies/ modules

LBA Air Conditioning, Heating & Plumbing Inc.

Dec 2017 – Nov 2018

Mission, Kansas

Human Resources

Human Resources of One, providing oversight of all aspects of Human Resources, Payroll, Work Comp, Insurance and recommendations to the Executive leadership team. Leader responsible for developing and implementing human resources strategies that aligns with the business objectives for the current fiscal year within the organizations Residential, Commercial and Construction HVAC/Plumbing divisions. Served as an HR Business Partner in strategic planning to align with business initiatives to ensure revenue growth through organization of entire organization. Advised executive leadership team on change management initiatives and lead implementation of initiatives to ensure change in reorganization aligned with business perspectives.

LTA Manufacturing

Aug 2015 – Oct 2017

Ottawa, KS

Human Resources

Responsible for developing the necessary human resources strategy to meet the business objectives of the Company. Included are recruiting, organizational development, employee relations, salary administration, performance management, rewards and remuneration, succession planning, training and development, AAP and EEO related programs, benefits planning and administration, employee relations, safety, and worker's compensation. Responsibilities: Responsible for the development of Human Resources strategy and aligning it to support the overall business plan. Provides counsel to the executive management of the company on matters relating to HR issues. Responsible for remaining current on all regulatory and legal changes regarding HR compliance and requirements, and the subsequent compliance with such. Responsible for continual development and structuring the organization to grow and adapt to the changes in the business industry. Acts as the catalyst for change management and provides leadership in these initiatives. Manage and monitor all insurance and benefit programs as they relate to benefit plan design, administration, and provider services; cost to the company and value added benefits. Continually evaluate current plan design against new options, which may be available to continue to provide competitive and appropriate benefit programs consistent with the company’s financial objectives. Direct the compensation and performance management process to reward and retain people who make and can continue to make valuable contributions to the company. Responsible for fostering positive employee relations and meaningful communication programs. Responsible for the development of effective HRIS systems that can support the business with meaningful data, along with the implementation of web based HR tools for managing key HR initiatives. the ability to balance multiple priorities.

MDT

Mar 2002 – Dec 2014

Martinsville, Virginia & Lawrence, Kansas

Human Resources

Human Resources Business Leaders who provided consultation and guidance to management and executive leadership team on interpretation of human resource management policies, process, business transactions, applications and programs within the Medical Records Division. Administered succession planning, position classification (exempt/non-exempt), employee development, performance management, and provided leadership for organizational management of human resource functions that related to specific employee roles (exempt and non-exempt).

Education

Olivet Nazarene University

Doctorate, Ethical Leadership

MidAmerica Nazarene University

Master of Arts - MA, Organization Administration

MidAmerica Nazarene University

Master of Business Administration - MBA

MidAmerica Nazarene University

Bachelor of Arts - BA, Management in Human Relations

Haskell Indian Nations

AAS, Natural Resources