Lead and Facilitate Company-Wide Talent Reviews:• Spearhead and manage talent reviews at the company level, driving effective conversations about development, talent pipeline, and talent marketplace.• Implement strategies to ensure alignment of organizational talent with current and future needs.Optimize Performance Management Processes:• Manage the end-to-end execution of the performance management cycle for employees, advising leaders on strategic approaches and methodologies for performance appraisal.• Prioritize, initiate the design, and implement enhancements to the Succession Planning Review process for all manager levels and above.Employee Engagement Initiatives:• Partner with Gallup as a vendor to lead employee engagement surveys, interpret results, and collaborate with stakeholders to drive actions through detailed action planning.• Lead the design and implementation of an annual employee engagement survey, achieving system best-practice participation of over 85% for survey administration.Career Development and Pathing:• Provide consultation and guidance to leaders on multiple people initiatives, including career directions, employee development, and diversity.• Conduct tailored career development discussions to align individual aspirations with organizational goals, fostering a culture of continuous improvement.

Prioritize, initiate design, implement and manage new Organizational Development Initiatives.· Designed, developed, and facilitated RVP level leadership program focusing on employee engagement and retention · Led Diversity, Equity, and Inclusion training for the organization which included cross-divisional and cross-functional leaders focused on affinity groups, mentoring program, and initiative communications.· Enhanced and manage the Succession Planning Review process for all manager levels and above. · Manage end-to-end execution of the performance management cycle for the employees and play an advisory role to leaders on strategy and methodologies in handling the performance appraisal process.· Led implementation designing of an annual employee engagement survey, annual communications, and partnered with HR Directors to implement system best-practice participation of >65% for survey administration.· Partnered with the IT Department to develop an onboarding assistant app to use technology to increase communication and engagement and conduct 30, 60, and 90-day surveys for new hires.· Consult and provide guidance to leaders on multiple people initiatives such as career directions, employee development, performance management, and diversity.

Designed, developed, and, facilitated global onboarding, change management initiatives, needs assessment and talent management, and strategic leadership and team sessions.· Assessed organization training needs, develop materials aligned to those needs and perform ongoing, competitive benchmarking to make recommendations for future improvements. · Project Manager for creation and scaling of pre-onboarding, orientation, and onboarding programs nationally to increase employee retention, productivity, and engagement.· Collaborated with senior leaders to implement change management communication to allow integration of systems, processes, and cultures during recent the Asbury Automotive acquisition. · Responsible for leading and delivering inclusive, equitable, and strategic leadership development programs to create a stronger growth mindset, leadership competencies, and better people leaders.· Designed and implemented Talent Programs (Performance Appraisal/Goal Setting, Succession Planning/Talent Reviews, & Workforce Planning) achieving Over 90% participation rates for program components.· Continuous analysis of 1,000+ data points to foster inclusive company culture and attain business objectives.· Spearheaded a new 5-year DEI strategy with leadership and other vendors to be implemented nationwide.

Designed and implemented performance management, talent development, and diversity and inclusion programs -- including succession planning, onboarding, training and education, performance review, recruiting, and employee value proposition leading to increases in employee engagement and successor pipeline.· Led talent programs including training, development, performance management, and organizational development for 30+ locations across the central United States creating a culture of excellence. · Developed Standard Operating Procedures (SOPs) to manage the activities of team 5 of Onboarding Field Specialists (OFS) for the successful implementation, operation, and optimization of store openings.· Developed hiring/promotion strategies and selection tools using D&I best practices for all levels of the organization to create an equitable, belonging, and equal representation leading to a 22% reduction in turnover.· Conducted training sessions for 30+ site managers in Human Resources procedures including but not limited to Payroll, Onboarding paperwork, Invoicing, Bank Deposits/Accounts Payable personnel.· Implemented new administrative processes for new hire documentation and verification reducing errors by 10%.· Delivered a comprehensive engagement program to include engagement surveys, action planning, and management tools and resources to infuse engagement best practices into our culture. Program participation of 80% led to 15% more engaged employees and significant linkages to guest satisfaction.

Maximized employee performance by identifying training needs and creating tailored training programs for specific teams/employees. · Revised job descriptions across all levels and 25+ categories; shadowed and interviewed employees to construct an accurate picture of the duties and skills required for each position.· Collaborated with HR leaders to diagnose high turnover rate issues and create training programs to upskill employees in current positions, coach managers on developmental conversations, and enhance performance reviews.• Implemented inventory control processes to slash expenditures and standardized ordering procedures to help promote new products to increase sales by 30%.

Assisted with coaching and development of individual sellers by providing post-training field support, in conjunction with the regional sales managers.• Maintained sales volume, product mix, and selling price of eight locations.• Drove application of a comprehensive range of research methodologies and suppliers, continuous improvement in techniques and cost.• Managed and motivated teams across various locations to increase sales by 35% and ensured efficiency.• High-impact communicator effectively presenting and conveying information to customers, team members, and top-tier executives.