1. Stephen Burgor
620 Halton Road, Apt. 7008Greenville,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

2. 2
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 tools
Functional Area #2 – Employee Engagement
 Alternativedispute 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 effectiveperformance 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 forumof internal social networks for effective sharing of knowledgeamong
employees. Advancing organizational learning and development, knowledge management,
and the exchange of information about practices and innovations.

3. 3
 Consulting and providing resourcesand processes to facilitate experiential learning and
development.
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-termdevelopment
interventions and activities.
Functional Area #10 HR In Global Context
 Developing expert knowledgeof global trends and best practices.
 Building cross-cultural relationshipsand 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 knowledgeof 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, workplaceviolence).
 Investigating, evaluating, and responding to all reports of unethical behavior, conflicts of
interest, and associated levels of organizational risk.
 Advising executiveson 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 knowledgeof relevant employment laws, domestic and/or
global.
Functional Area #15 – Business and HR Strategy
 Developing results-oriented metricsand scorecards that contribute to organizational success.
 Maintaining advanced knowledge of key industry metricsand 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 Imagination
www.writingfromimagination.com