• Partners with leaders in the planning process to ensure strategic plans drive business results, optimize customer service and align with company values. • Identifies development solutions and provides consulting to leaders on how to effectively accelerate the development of associates.• Promotes high-performance through coaching, constructive and honest regular feedback, and the annual performance evaluation process.• Provides guidance, coaching, and consultation regarding leading people and organizational management practices to develop people leaders.• Partners with site leadership to engage and coach associates on the floor to promote a culture of customer service, safety, development and engagement.• Provides input to HR COEs regarding specific functional strategies, programs, and practices to ensure that they meet business needs.• Leverages human capital expertise to advise and hold sites accountable for sustaining engagement action plans.• Uses organizational diagnostics to identify and react to key talent/employee engagement challenges and opportunities in the business. Partners with leaders and HR Centers of Expertise to craft and implement solutions.• Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs.• Leads talent assessment and development discussions with site leaders leveraging program, approach, and HR COEs guidelines.• Leads conversations with site teams on sourcing, recruiting and staffing plans and partners with Talent Acquisition team to determine and support hiring plans. • Coach leaders on change management strategies and resistance management techniques in accordance with the Lowe’s change management methodology.• Develops and implements plans to ensure exceptional results from change initiatives. • Partners with Field Leadership on strategic community outreach and engagement such as supporting local job fairs and participating in community service events.

Leads, communicates and demonstrates the Mission and Values of Tractor Supply Company by ensuring the execution of HR strategies that support operational goals and objectives, and drives performance in the business. In partnership with operations leadership, the HRBP, Store Operations manages a wide range of activities related to organizational capability including succession planning, talent review, employee relations, and provides consulting for 175 retail stores in 5 states.Consult and guide District Managers and Region Vice President on important HR initiatives, including talent management activities, succession planning, staffing needs assessments, compensation, performance management, employee relations, policy compliance, training, etc. Oversee the development and implementation of succession planning and talent review process in order to identify top talent, expose talent gaps, and build management capabilities in stores. Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation and organizational development.  Participate in the continual execution and measurement of various HR programs, including recruiting, retention, compensation, etc.  Maintain expert knowledge of federal and State employment laws, reducing legal risks and ensure compliance. Partner with Legal team as needed. Consult with hiring managers and lead the recruiting team in forecasting staffing needs and sourcing capabilities. Ensure candidate qualifications and equitable pay requirements are met. Educate, coach and partner with Store Managers to help build management talent, including topics such as HR policies, coaching and counseling techniques, progressive disciplinary process, team member development goals, performance management, etc.

 Lead, direct & supports the HR & Organizational Talent effort for a 36 unit automotive group & management company comprised of 3300 employees in 8 states (SC, NC, TN, LA, AL, OH, KY, GA)  Designed and implemented an Orientation, Onboarding & Training platform at multiple auto dealerships resulting in a 4% total reduction in employee turnover (46%)  Engaged with Level Funded Health to design & implement benefit plans, resulting in $1.7M in savings  Eliminated multiple HR platforms by converting existing ATS, Compliance, Payroll, LMS & Benefits on to the Paycom HRIS to create greater efficiencies Development & Implementation Hudson’s first ever Talent Acquisition Team  Focus on acquisition, development and culture of the best talent, critical drivers to achieve Hudson’s goal of becoming a top employer in the automotive industry Received company recognition as Best Places to Work in South Carolina in 2021 Oversaw the launch of new Hudson Automotive Core Values & CEO video Redesigned new company Career Website for multiple automotive dealerships, as well new recruiting / staffing analytics reporting  Partnered with NCM & Associates to implement a General Manager Executive Training Program for High Potential Leaders Led the implementation, rollout & launch of the Gallup Q12 employee engagement survey process Created, designed & implemented 30-Day New Hire & Exit Interview Survey Process

 Prior to Covid-19, impacted employee turnover from 53% down to 47% Prior to Covid-19, positively influenced employee engagement from 72% up to 78%  Managed a staff of 2 Payroll Administrators, 1 HR Generalist and 2 HR Specialists, while successfully overseeing personnel records management, OSHA safety and health standards, FMLA, compensation plans, employee relations investigations and labor relations and compliance Developed organizational workforce strategy through identifying and researching human resources challenges; contributing information, analysis, and recommendations to partners in order to achieve organizational objectives Implement & execute people strategy through the establishment of department accountabilities with a focus on key areas, including talent acquisition, talent management turnover reduction, balanced pay-plans, improvement of the employee experience  Developed, implemented and facilitated both college and technical recruiting outreach, as well as the first intern program for the Sales, Service & HR departments

 Provides strategic HR leadership through partnering & extending support to operations leaders, while ensuring achievement of strategies & objectives by maximizing human capital  Fosters relationships based on trust & credibility, & the flawless execution of HR programs, policies, & practices Ensure compliance of all employment/labor laws through programs, practices, policies, investigations & training Delivers expert advice, coaching, & counsel to leaders & employees on HR programs, policy & procedures in the areas of employment/labor laws, conflict resolution, change management & diversity to promote a fair & equitable workplace Respond to customer concerns around performance management, improvement, harassment, discrimination, misconduct, employee safety in support of T-Mobile for Business operations & 70 Retail stores

 Supports Regional HR Director, District Managers & Store level leadership in managing all aspects of HR within the Southeast U.S. Effectively partners with client groups & support center HR partners to execute key initiatives & programs (120-150 Stores - FL, TX, LA, TN, SC, NC, KY, Puerto Rico)  Analyzes & presents employee analytics and development of actionable recommendations, while providing direct support to DMs and store management on compensation matters, including salary offers, promotional increases and equity adjustments Offers solutions & designs to solve process, project &/or program issues; provides recommendations to improve the efficiency and effectiveness Provides strong partnership with District Managers and store management teams in all Talent Management functions, including providing tools & consultation in the development & maintenance of succession plans Works closely with Training & Development partners to identify training needs, provide input in development of materials, & implementation of training programs Coaches, consults with and provides guidance to Operations partners on handling Employee Relations issues. Calibrates the need for escalation of more serious matters with legal & when necessary, facilitate investigations on Title VII & non-Title VII related claims

Manages the full lifecycle recruitment process for 4 regions, supporting 4 Regional Managers, 4 HR Managers, 19 District Managers, 200+ retail outlets in 11 states. (TX, OK, CA, WA, IN, NV, CO, NE, MO, KS and LA)

Provides leadership & HR support in the areas of Talent Acquisition, Talent Management, Employee Relations, Succession Planning, Employee Engagement, Investigations & full lifecycle recruitment 200+ stores in the Southeast U.S.