Served as the CHRO supporting a high growth hospitality Company with over 4,500 crewmembers. The Company has experienced over 400% in growth in the past 7 years with anticipated future growth to be at or above those same levels. Main focus on establishing culture, acquiring talent to support growth, and implementing HR systems, processes and procedures. Negotiate and oversee all health and welfare plans, organizational design and deployment of people strategies for the organization. In the past year transitioned the workforce over to a new HR platform with various modules, reduced overall benefit expenses while maintaining or improving benefit offerings and implemented talent management disciplines through standardized performance reviews and talent calibration sessions. Additional focus was placed on clearly defining the Company’s culture and creating training and other tools that would further embed the culture throughout the organization.

As part of a planned development move, assumed the VP of Corporate Recruiting overseeing all aspects of corporate recruiting including acquisition strategies to support the functional businesses, college and diversity recruiting, temporary and hourly recruiting, as well as overseeing the vendor management and strategies focused on enhancing the candidate experience through tools, branding and social media

Served as the HR Lead on the divestment of our retail joint venture partnership in India. Worked with the broader team on risk and mitigation plans for various scenarios including the full closure of over 200 retail units and distribution facilities and the scenario of a full or partial sale to a third party. A comprehensive stakeholder analysis including associates, landlords, suppliers, direct farmers, customers, media and government relations was completed and a strategy was developed to minimize the financial and reputational impacts to the company.

As part of a planned development move, assumed the VP of Global Compensation position responsible for the reward strategies for global businesses outside of the U.S. including 14 retail countries, 13 global sourcing countries, and newer global businesses including global shared services, global business processes and ISD. Position has high visibility and exposure to the Board as well as Section 16 Officers. Partner with functional leaders within country and external consultants to assess the competitiveness of plans ensuring corporate business objectives are achieved, market competitiveness, and the company’s ability to attract, reward, and retain top talentPrepares compensation proposals and periodic updates and presents to the Board and Executive Leadership through the Global Compensation CommitteeDesigns compensation for executive, officers and other management positions to support the organization’s strategic business objectives including long-term and short-term incentive plans as well as financial and tax treatment of compensation programsAssesses design implication of plans and programs, including deductibility of compensation and disclosure requirements Manages, develops and mentors a team of compensation professionals in all aspects of compensationRemains current on industry trends, best practices, compliance, and new progressive processes that enable the HR team to achieve higher levels for organization excellence

Hired into Walmart as a Regional HR Director and within 60 days was appointed as the interim Midwest Divisional Human Resource Vice President. After completing the Executive Officer nomination process, I assumed the HR Vice President role supporting multiple territories including the Midwest Division, the North Business Unit and finally the Central Business Unit. The scope of the role included approximately 1,300 retail formats and distribution centers with a workforce exceeding 400,000 associates. Position reported to the EVP, Walmart People and had direct accountability over a team of 130 Field HR Generalist and Learning and Development Field Members.

Directed a team of 8 Regional HR Directors, 20 Area HR Managers and 30 Corporate Generalist and Associate Relations Specialists in developing and executing human resource strategy affecting approximately 130,000 exempt managers and non-exempt associates nationally in the 860 Sears Full-Line stores. Position reports directly to the Senior Vice President, Human Resources for Sears Holding and supports the Executive Vice President, Sears Retail Stores in achieving the business’s operating plan through effective people strategies.