Sr. Leader in a team of 9 HR professionals, supporting a fulfillment center of 900 non-exempt employees and 35 exempt leaders.- Established 6 affinity group chapters and increased inclusion scores by 8% from inclusive action plans and engagement activities.- Improved HR satisfaction scores by 11% through low performer action plans and reinforcement of customer obesession.- Reduced attrition by 3% and improved attendance by 10% through rewards and recognition programs.

HR Business Partner for delivery stations in Northern Virginia, supporting 300-800 non-exempt associates in daily operations, employee relations, rewards management, talent development, and performance execution; in addition to Sub Regional and Network-scoped project leadership.• Career coach, designing effective progression strategy for Operations Management.• Employee Relations Lead, facilitating site and sub regional investigations, mitigating legal riskthrough engagement mechanisms.• Labor planning specialist, forecasting attendance and attrition trends to help site properly stafffuture roles.• People metric SME, designing programs to improve employee adherence, general safety, and overall satisfaction.o Efforts having impact of being ranked #2 out of 495 delivery stations in the United States processing 48,000+ in volume.o Analytics project Team Lead for SEC Sub Super Regional data, reporting insights and recommendations to Director of Super South Region and regional management.• Proxy for Sub Regional Manager, guiding team of 13 HRBPs to metric improvement and SLA compliance.• Leader in over 4 Network projects impacting entire North America AMZL business line (624 Delivery Stations); creating and sustaining mechanisms for standard work, employee pulse, leadership development, and HR wellness.

HR Business Partner for Director of Pharmacy and Retail, supporting nearly 1,300 stakeholders in Utah and Northern Nevada with learning management, talent management, rewards strategies, performance management, DEI, company policy, employee relations, and KPI attainment through collaborative initiatives.• Learning Partner, constructing, facilitating, and tracking virtual trainings for enterprise.• Analytics partner, providing trend analysis, insights, and recommendations for greater operationseffectiveness.• Lead of performance management, implementing talent development design and best practices inArea.• Talent Manager, organizing and executing staffing for 160+ job requisitions.• Workforce Manager for Regional HR Generalist Team, partnering with Regional Human ResourcesManager to ensure project completion.

Achieved aggressive business goals through strategically deploying innovative, agile solutions for organizational development. o Reduced time to onboard by 78% on average for each department through project management with IT, People Team, CEO Sponsorship, and hiring manager stakeholders.o Decreased onboarding bottlenecks by an average of 60% for each department with self-service model. • Cultivated an inclusive workplace, having developed affinity groups and coordinated first affirmative action plan. o Consulted with CEO to establish vision and mission clarity, successfully aligning organization toward the same goals.o Updated company handbook and associated HR policies to match current compliance standards while instilling inclusive language to promote a welcoming workplace for all. o Managed DEI initiatives, including first Affirmative Action Plan and talent acquisition strategy to promote greater inclusion and representation in the company.o Established workforce categories, matching compensation in organization for paygrade parity. • Leveraged people analytics program, bringing to light turnover trends to improve retention efforts.• Built collaborative training paths for onboarding process across business, increasing training and development efficiency. • Accelerated recruiting velocity by 47%• Saved recruiting costs in org by 80%.• Facilitated ENPS increase of 39% with score of 72 as Executive Partner.o Spearheaded performance management program within HRIS platform, increasing accountability and transparency between leadership and frontlines. o Led DEI Council, authoring design, policy, credo, and strategy creation for the company’s first diversity, equity, and inclusion initiative. o Served as “Connection Czar”: Cultivated employee engagement to manifest WFH collaboration during COVID-19 pandemic challenges. Elected to position by unanimous vote of Executive leadership.

Inspired, trained, onboarded, and lead workforce for various Support Teams and their Team Leads. Gamification greatly utilized for cultural quality and team motivation.• Increased CSAT from a 65% Satisfied Survey Response to 92% in 4 months through strategic game creation to incentivize workforce and align talent toward business strategy. *Never lost in a team competition.• Improved AHT from 10+ minutes down to 2.5 minutes with expedited hiring strategy, in addition to foundational training construction for first time. • Innovated roles on teams for more effective delegation of tasks, improving initial response SLA from one week to within 24 hours.o Team Lead of Customer Service, July ’17 – October ‘17 Led group of 10 customer service representatives, analyzing metrics, coaching toward career advancement, and resolving escalated inquiries.o Customer Service Representative, March ’17 – July ‘17 Responded to inbound inquiries regarding online platform for marketing service, de-escalated concerns, and conducted workforce planning of FMG Customer Service team members.

Champion of customer success who audited and corrected billing disputes; provided product education, performed account subscription renewals and upgrades; de-escalated irate inquiries, and built rapport in the process.• Assisted 20-30 customers per day, investigating billing inquiries and correcting errors of service platforms while maintaining SLAs. • Over 34 certificates of appreciation from customers, having been an empathetic ear without neglecting objective efforts to resolve service concerns.

Guardian steward who provided one-on-one intensive support for adult client with mental disabilities. • Maintained records of drug administration and health, ensuring that client was active and developing well.

Updated inventory system of outgoing products and provided support services for heavy package delivery to customers, supporting sales floor initiatives for productive and organized services.

Replenished sales floor and provided store assistance to customers regarding products and services, improving customer experience with each interaction.

Maintained income statement, processed payroll calculations, and reported purchase receipts in excel spreadsheets for the business, keeping the business organized and operating with accuracy.