•Provide strategic HR leadership to 9 field locations, both union and non-union, with over 600 hourly, professional, and executive level associates •Develop and implement retention strategy for each location including the redesign of the candidate onboarding process reulting in a 36% reduction in turnover and 69% decrease in no-show rates after one year •Drive participation in annual employee survey resulting in a 41% increase to annual employee survey results for region and a 96% participation rate; utilize data from results to analyze trends, develop action plans for each location, make recommendations for improvement, and monitor for progress• Drive Talent Management process through succession planning, identifying future talent and skill gaps, and leading Diversity and Inclusion initiatives by creating individualized development plans for leaders, developing Manager Mentorship Program, and implementing minority development partnership leading to 17 internal promotions of minority leaders within 24 months •Partner with local and senior leadership to identify business challenges and devise solutions on all aspects of the employee lifecycle including performance management, employee and labor relations, compensation, training, organizational development, and talent management to proactively design and implement solutions to support business goals for 2.8 million dollars of revenue•Oversee area labor relations, understand, and interpret 6 Collective Bargaining Agreements for 3 locations including multiple labor groups, conduct contract negotiations, and serve as main point of contact for grievance avoidance, and arbitration resolution•Execute HR strategy of improved employee communications and engagement by increasing area utilization of internal social media platform to 92% with at least 50% contributing content weekly

•Drive dedicated HR support for 200 union associates and 150 non-union, sales, professional, and executive level employees •Developed and execute action plan to increase applicant pipeline and create brand awareness by utilizing target social media campaigns, developing partnerships with local schools and community outreach organizations, and participating in federal workforce training programs, reducing time-to-hire by an average of 13 days•Facilitated associate engagement survey with 100% participation, analyze findings, review trends with senior management and recommend actions resulting in 19% increase of survey score results after 1 year•Collaborated with Business Partners and leadership forecast staffing, calculate retention, and determine staffing needs; investigate all harassment and ethics and recommend action and/or discipline to HR Vice President as needed•Advise and coach operations and location managers on various HR-related policies and practices, including worker's compensation, FMLA, EEO, and Collective Bargaining Agreement

•Execute sourcing strategies for identifying high quality talent for management, professional, and hourly roles in 29 corporate locations throughout the United States•Managed full-cycle recruiting and selection process 30 retail and corporate locations including assisting manager in defining selection criteria, candidate sourcing and pipelines, talent assessments, interviewing, offer negotiation and compensation, and pre-employment preparation and verification•Partnered with business unit leaders to understand their individual talent recruiting objectives; assigned requisition load of 60+ open positions and an average placement of 35 hires per month