Blake Rouse Email & Phone Number

Bhyalia Ms

Olive Branch, Mississippi, United States

• Responsible for playing a crucial role in exceeding expectations and providing a superb customer experience; critical to Amazon’s success which is built on a foundation of customer obsession, and innovation. My position is a multi-faceted role requiring the ability to balance strategy and execution. I am responsible for all aspects of the operations of a TNS including, people management of over 500 employee's and development, process, and meeting or exceeding the expectations and promise made to our customers. I lead a dynamic team of Operations and Area Managers to achieve operational excellence through coaching and mentoring the team; driving employee engagement, and building leadership bench strength within the TNS.• Owns and delivers the operational budget for functional area, including safety, productivity, financial and labor planning, and operational goals for outbound, or inbound operations by doing so when taking over increased % to operational plan from 55.08% to 94.36% which is a 39.28% in just 6 months in role• Responsible for providing strategic level/long-term planning (3, 6, and 12 months out) including labor planning, rate forecasting, and peak season planning• Drives continuous improvement projects to optimize operations and improve productivity to meet and exceed business objectives; works on strategic projects that have total building and network-wide impact. Effectively leverages the Operations and Area Managers to solicit ideas and understand problems and challenges in the building by doing so decreased dwelling trailers at MEM6 in September from 947 down to 25 trailers in the month of December. An average improvement of 35.8% MOM. • Networks with other leaders across the network to solicit and share process improvements and drive efficiencies and cost savings. •

Olive Branch, Mississippi, United States

• As the Outbound/Inbound Operations Manager, increased engagement score by 30% MoM during highest capacity processed months, acting as the Operations Manager for the shift improving overall safety for site by 15%. • Increased performance in safety, quality, project completion and continuous improvement directly led to personal promotion within 5 months within the company. • Created development plans for the shift to ensure that team was able to hit all performance and safety metrics while decreasing Defect Per 1 Million Opportunities by 25%< during PEAK (Holiday) delivering to the customer. • Created and developed a plan within Amazon to complete a 12-week training cycle for hourly associates with work experience over 2 years to be eligible for salary positions. Created 7 salary positions within an 8-month trial period, which led to a diverse group of candidates promoting internally. • Implemented coaching and development plans for Area Managers to ensure standardization of expectations for all salaried leaders for the shift to increase performance. Created 3-month improvement plans which was adopted by site for all leader’s development for underperformance which site saw 12% reduction in turn over. • Redesigned a 36 million dollar retro fit project that was going to cause a building shutdown for three weeks. To stay operational I inputted a flow sortation plan and by passed the construction, with results of processing over 1.4 million units manually. • Put in Stretch Senior role where I decreased PIT on PIT incidents by 96.85%, Fair score from 14.5to 9.76, RIR from 7.2 to 1.67. Operationally increased outbound and inbound percent to OP by 30% by staffing to the one flow plan and providing standard work checklist with audits for informative feedback measures. •

Memphis, Tennessee, United States

Area Manager, Amazon Nov 2019 – May2020 • Inbound dock was unable to hit carton metric, after evaluation of metrics and performance, evaluated lowest performers and provided coaching or moved associates into a direct role to assist with performance misses, increased carton performance by 33.3% going into PEAK (holiday season). • Inbound dock headcount was under staffed by 20%< Sunday through Wednesday:o Identified critical roles that were not filled by shift, engaged with leadership team of loss of performance due to low critical roles; filled critical roles by creating a training kiosk for roles. o Completed a roster scrub and increased headcount by 15% and enrolled over 20 associates into learning classes to train on critical roles. • Developed direct roles by providing monthly feedback which included, preparation interviews for next roles, stretch goals and projects, entering opportunity feedback, and presented a performance plan to insist on performance and safety being met by leadership. • Started Seasonal level 4 program which developed level 3 hourlies into level 4 roles and increased diversity hiring for site by 30%.