Provide strategic talent consultative services and drive HR initiatives impacting 1000+ Wawa stores, 47,000+ store associates, and 150+ corporate associates. Advise the Chief Operating Officer, senior store operations directors, and corporate store operations support directors, managing a team of 3 direct reports and 5 associates in a newly established store operations HR Business Partner function.- Drive optimization of the annual talent assessment and planning process by accelerating readiness assessments, training associates to proficiency, and proactive future talent planning, resulting in 3000+ associates added to succession pools and 5000+ associates promoted to next-level roles.- Co-design and facilitate leadership development training, leading education efforts that trained 3,200+ store operations leaders with an “excellent” net promoter score of 55.- Co-lead cross-functional initiative to drive accelerated new store expansion into 8 new states by co-creating over 15 new talent process solutions, facilitating the transition of associates into new markets.- Work closely with senior leaders to enhance the 9-box talent review process, placing 1,200+ leaders on the matrix with a greater emphasis on skill acquisition and succession planning.- Simplify and enhance the effectiveness of leaders in fostering a culture of active development planning, resulting in 98% of leaders having a development plan and over 85% actively updating their plans.- Design and deploy multiple trainings annually, and establish a support governance structure to proactively mitigate broad-reaching employee engagement concerns, driving a positive associate experience across all stores.- Continuously improve and refine the HR Business Partner function by removing administrative tasks and fostering a metrics-oriented culture with shared leadership goals.

Aligned business operations with localized HR strategy to drive sales for a $4B+ multi-region assignment, supporting 400+ locations and 17,000+ exempt and non-exempt employees. Provided strategic consulting and coaching to senior directors, directors, and managers, integrating the company’s talent strategy with localized business needs.- Launched and supported change management efforts, driving end-to-end effectiveness of the newly designed talent assessment process “Meet The Talent,” enabling consistent talent assessment and proactive talent moves through newly created succession pools.- Supported hiring managers in selecting talent, enhancing the development feedback system, and developing succession plans through the quarterly talent assessment and planning strategy, resulting in over 1,000 associates added to succession pools and associates receiving strong development feedback.- Streamlined quarterly talent assessments by co-creating an automated solution, reducing administrative burdens, providing a platform for gathering talent data insights, and elevating the development experience for participants.- Assessed and placed over 400 General Managers on the 9-box through a newly developed and deployed talent review process aimed at providing consistent talent assessment and enhancing talent development conversations.- Designed a development experience targeting the acquisition of skills required for multi-unit leadership roles, resulting in over 80% of participants achieving promotion to the next level role.- Collaborated with Talent and People Analytics partners to create reporting aligned with people goals, using this data to host quarterly "State of The People" meetings for regions.- Utilized org design methodology to co-design a refreshed call center leadership structure, newly designed proficiency pathway, and reward structure, creating a development pathway for associates and a simplified, effective way for leadership to manage workforce skills.

Aligned business operations and localized HR strategy to drive sales for a $500M+ multi-unit district, serving 19 locations and over 3,300 exempt/non-exempt employees. Provided consulting and coaching to the District Vice President and senior business leaders including Stores, Operations, Asset Protection, Merchant, Visual/Marketing, Facilities, and Selling Support Services.- Supported hiring managers in developing succession plans, sourcing strategies, and selecting top talent, ensuring diversity and equity throughout the district.- Coached leaders to attract and select talent through unique recruitment tactics, strengthening and diversifying the overall talent pipeline.- Ensured the calibration of talent measurements related to performance and potential across all locations and leadership roles.- Developed and executed HR initiatives supporting business needs, including annual review/merit compensation, reorganization events, pulse survey analysis, and seasonal/holiday talent strategies.- Analyzed and collaborated on talent solutions using HR technology platforms (Visier, Tableau, Degreed, Taleo, PeopleSoft/Oracle) for retention, turnover, diversity, inclusion, learning, development, compensation, and talent acquisition.

Provided human resources support and guidance for talent for 4 unique store locations, including 25+ leaders at the Manager/Supervisor level and 600+ hourly employees. Provided direct consulting and coaching to the Vice President Store Manager and their salaried direct reports.- Conducted Talent Review sessions during store meetings, advising on executive and hourly talent promotions and ensuring that the development needs identified and action plans were put into place.- Guided leaders through the progressive discipline process to ensure consistent and appropriate execution of the process.- Conducted in-depth employee investigations, offering guidance and recommendations aligned with company policies and business vision.- Managed the talent acquisition lifecycle, including technology platform management and leader support for requisition creation, posting, interviewing, onboarding, and termination.- Coached and developed store leaders on business and talent acumen, leading talent analysis sessions to determine the health of the talent population and pipeline.

Selected and participated in an accelerated leadership development training program focused on leadership, strategic planning, and business management skills with the end goal of overseeing a multi-million dollar department. Graduated from the program and assumed leadership roles in multiple Macy’s locations across the Maryland market.- Supervised, motivated, and developed teams of 30+ hourly direct reports with a total sales volume of $6M+ across multiple families of business within several stores.- Awarded #1 seasonal scorecard within assigned families of business and led the district in overall clientele results.- Managed talent processes, including interviewing, selecting, hiring, training, developing, promoting, and terminating hourlydirect reports.- Created unique individual learning plans, accelerating the development of hourly talent.- Consulted and collaborated with leaders on engagement and onboarding best practices for the hourly population, successfully leading new hire orientation sessions for 150+ employees.