Responsible for partnering with the HR and business teams to enable change within the business in a compliant and accelerated timeframe. • Identify, escalate and solution compliance matters within HR initiatives and operations• Provide consultative services to HR COEs and the business regarding new programs, initiatives, and operations• Partner cross-functionally with all legal teams to mitigate risk across HR initiatives and projects (i.e. Employment, Privacy, Cybersecurity, etc.)• Lead short-term and long-term compliance projects aligned with business priorities• Provide expertise of cross-functional HR processes to identify project impact to stakeholders• Conduit to best practice processes and programs between businesses to enable efficiencies• Coordinate with required teams during projects to ensure alignment and delivery• Liaison between the business and legal• Engage with HR COEs and business leaders to build and execute timely, effective, and scalable people programs and processes which will support the business• Partner organizationally across the HR teams to eliminate duplication and proper support and knowledge transfer• Strategize, implement, and maintain program initiatives that adhere to organizational objectives• Maintain organizational standards of satisfaction, quality, and performance• Oversee multiple project teams, ensuring compliance program goals are reached• Effectively partner with internal leaders and external vendors

Specialize in HR process and business partnership, with responsibility for end to end support for the Customer Service division. Trusted adviser to the business/functional leader and drives the talent agenda and execution of business initiatives by building capability in the team as well as deliver HR tools, processes and relevant data/metrics to the client group.ACCOUNTABILITIES AND IMPACT• Act as a partner to the Director's of Customer Service to drive business growth, build talent and advance Chewy culture. Partner with the business leaders to understand business challenges and pro-actively taking steps to implement initiatives.• Engage with leaders to pro-actively identify people-related issues and initiatives, provide regular updates on planned activity and advise managers on team member implications of people related business decisions• Provide team members and business leaders with appropriate information on, and interpretation of, compensation and benefits programs and policies. Work in conjunction with the Total Rewards Team to assist in the delivering the annual merit and PIP process, and take part in discussions and reviewing proposals initiated by managers.• Facilitate effective performance management practices by helping to define success, establish measurements, provide feedback, and reward performance. Provide guidance and advice to managers on performance issues and issue resolution.• Act as an interface with legal, Compliance and HR teams to ensure timely resolution of employee relation issues and prevent possible disputes or litigation.

Manage HR for the eCommerce Distribution Center in Greencastle, IN as well as a remote office in Louisville, KY. Partner multi-site with People Leaders including senior leadership to develop new business initiatives, foster associate engagement & mobilize talent.HR Organization Leadership: Manage 5 HR professionals, heavy emphasis on leading ascena through rapid HR change and transformation programs. - HR strategic advisor for eCommerce & administer business requirements to successfully design & implement HR & talent initiatives to enable ascena's business strategy. - In partnership with senior leaders, develop & execute strategies to retain critical talent & to create a positive & productive work environment and culture with a focus on talent management & retention. Organizational Transformation: Enabled operational change essential to a $300M enterprise wide savings to facilitate redesign of core business operations. - Assess functional structure, define changes & make recommendations to address business challenges (i.e. elimination of roles, restructure of positions, realignments & role clarity, etc.). - Facilitate talent & succession planning, leader development & career pathing, performance management & other project management activities.Post-Acquisition HR Integration: Streamlined integration of HR Policies & procedures. Ensured strategic alignment of HR new business objectives through workforce integration plans. - Shifting of volume & brands to other distribution centers, evaluating proper operational & HR headcount for each facility.Culture Shaping: Advocate & ensure consistent experience across the organization - Execute the annual Culture Survey, priority to increase annual participation, facilitate action item meetings with People Leaders to improve scores & instill accountability. - Proactively provide advice & the "people context" for business decisions.

Served as a Strategic Business partner of key market leaders for Sales and Operations, including the CEO and EVP. Set the strategic direction by revamping HR operations. Delivered target driven performance in areas of building high performance teams and introducing strategic and tactical thinking.Workforce Planning and Development: Planned, measured and optimized resource requests, forecasted capacity and improved overall performance.Talent Management: Attended College and military career fairs, management and participated in selection process of candidates, facilitated new hire orientation and on-boarding.New Leader On-boarding, Transition Support, Training & Development: Improved professional learning, performance management, succession planning, talent assessments and reviews as well as diversity and inclusion initiatives.Compensation: Managed bonus and merit processes and approval of compensation for new hires and promotions.Well-Being and Wellness Initiatives: Launched and managed biometric and personal health assessments, Health & Safety Fairs and wellness awareness activities.Legal Compliance: Provided expertise on employment best practices employment law and associate relations.HR Technology: Expert knowledge of Cornerstone, ADP, Microsoft Office, Taleo and SharePoint. - Partnered with “Cornerstone on Demand” to custom develop a cloud-based talent management program for organization of 7000+ associates.Risk Management: Provided leadership and expertise in conflict negotiation and resolution.Executive Coaching: Coached People Leaders on Human Capital disciplines, identified areas of opportunity and improved performance.

Managed a team of trainers located in Louisville, KY and Seattle, WA. Facilitated compliance and technical training requests at all levels of the multi-site organization. Provided HR Generalist support, which included on-boarding, associate relations, performance management, payroll, charitable giving as well as safety and environmental concerns.Coordinated and provided support for SharePoint Project Management Network.Designed and delivered a web-based training session focusing on team building, change management interventions, competency studies, career development, conflict management, ethics and diversity.Developed policies and procedures for management on enhancing and recognizing associate performance.Reduced headcount by 20% through job eliminations and restructuring, which delivered $3M in savings. Managed and secured ISO14001 certification status for the company.Conducted internal audits as a member of the Internal Controls group.

Responsible for all aspects of the terms and conditions of employment for bargaining unit employees.Act as negotiator for local collective bargaining negations and work directly with management to develop and execute upon negotiations strategies and targets.Obtained ISO14001 certification as the lead auditor for the Louisville facilities.Reduced hourly headcount by 10%, through job eliminations and restructuring, which delivered in $1M in savings.Managed training programs for associates on compliance, ergonomic, environmental, and H&S programs.Coordinated and facilitated meetings and activities for the Joint Health and Safety Committee.Administrated Workers Compensation, FMLA, STD, MLOA programs.Managed performance evaluation, transfer requests, corrective actions, as well as the associate relations program.Ensured compliance as it pertained to federal, state, benefits and payroll processing regulations.

Monitored and implemented safety programs.Communicate and interact effectively with customers and team members; develop credibility and trusted mutually respected relationships with customers, supervisors, and team membersTake ownership of all Employee Relations Administration assigned tasks, initiatives, and inquiries and make sure that they are resolved / completed efficiently and with a superior level of qualityProvided HR generalist support for a multi-site corporation.Facilitated Safety Committee meetings.Handled Workers Compensation injuries and vehicle accident reporting.Coordinated all hiring including interviewing, drug testing, stress test and physicals.Implemented technical repairs for computers, phones, fax machines, and printers.Managed all daily operations including but not limited to status changes, DOT compliance, customer service relations, delays, on time deliveries, and disciplinary actions.

Responsible for coordinating all hiring, recruiting and terminations. Managed and maintained Safety programs according to OSHA standards as well as assisted in OSHA inspections. Responsible for Workers Compensation Claims. Prepared, processed and dispersed verbal, written and suspension notices. Generated reports regarding head count, EEOC, loss time accidents, etc. Managed absentee policy, conducted orientation and processed and administered benefits.