Responsible for aligning business objectives with employees and management in designated business units.Including: aligning staff to business objectives, recruiting the right talent, enhancing staff performance, supporting employee development, enhancing recruitment efforts, planning strategic HR initiatives, managing HR initiatives through department leadership, contributing to orientation and onboarding processes, communicating role expectations and aligning job descriptions/expectations, designing succession plans, maintaining staff relations, managing internships, updating policies and practices, and overseeing wellness and health initiatives. Supporting 40% of the Employee base in the company through development, education, HR needs.Development of new and existing HR strategies, training, software systems.Facilitation of Department VP/EXEC Organizational Development and Strategic Planning Strategies.Investigative and Legal support on existing and historical cases within the company. Direct Business Partner for the Legal Counsel and departments overarching team.Collaborative Development of HR business calendar, objectives, and goal setting.Key contributor to the compensation and progressive development criteria for the company.Direct contributor and key decision maker for HR Business strategic planning to improve ROI .Platinum Above and Beyond Award recipient for HR Business contributions to the company as a whole. Keeper of the culture, leadership soundboard, EQ specialist, proactive response leader.

Director of Operations/ Director of Training and People Development Annual Sales Volume: $5.2 Million with oversight of new store development*Designed and implemented new training programs used throughout the system to hire and train managers/staff* Developed new recipe and training manuals as well as validation processes for all positions in company* Promoted and trained 11 managers and oversaw promotion of training team and staff* Developed Validation and point system process* Responsible for Organizational Development and Strategic planning on all aspects of the stores* HR Leader: Developing and overseeing all HR operations, implementation, systems including HRIS management.* Lead all recruiting, HR and Training as well as Operations* Restaurant received #95 Top Grossing Pizzerias in Country “Pizza Today” 2016 - 2017* Restaurant received #80 Top Grossing Pizzerias in Country “Pizza Today” 2017- 2018* Restaurant received #64 Top Grossing Pizzerias in Country “Pizza Today” 2018- 2019* Owner received Entrepreneur of the Year award and We were on the cover of “Pizza Today” 2018* Nominated for INC500 small Business award* #34 Fortune’s fastest growing small businesses 2016 and #37 2018 (158% growth)* Created and implemented new online application process* Responsible for all system and operations development * Help to consolidate all purchasing to one company and developed the order pars and system for the restaurant* Developed and planned all new restaurant openings, facilitating all needs for equipment. training, planning, hiring* Helped to open companies 2nd restaurant in 1 year of coming on, maintained positive same store sales and comp %* Currently Opening more locations

HR LeadershipApplying innovative approaches to work with Partners to leverage strengths and promote professional growth Supporting and Planning Partner career developmentDrives succession/strategic planning within designated Stores, in partnership with Store leadership Works with Store leadership to provide accurate, timely, and candid feedback about Partner strengths and training developmental needsOwns the recruiting and hiring process for hourly Partners in respective StoresDesign, develop, deliver, and coach on training for existing and new hourly and management PartnersManage, support, and facilitate training plans and programs for Partners at various levels of career developmentDesign and develop learning resources in a variety of formats and modalities (to support curriculum offeringsProvide training, support, and assistance in using the learning management system (LMS)Support and assist in development of complete turnkey instructional and coursework solutions; manage related projectsCreate realistic goals, engaging learning activities, and compelling course content to enhance knowledge retention and transferCollaborate with Division HR Leaders to ensure training objectives, assignments, and activities are aligned with Division goals and cultureProvide feedback to Division on curriculum effectiveness; recommends changes to facilitate learning and retentionImplement all training-related processes, including completion documentation, assessments, evaluations, and determination of actionable outcomesProject ManagementCoordinate / lead execution of internal projects; manages / documents all aspects of assigned talent development projectsCollaborate with Division Leaders and stakeholders to interpret data and recommend appropriate actions for design development workCreate and implement communication plans related to project work and change management

General Manager and TrainerAnnual Sales Volume: $2.1Million Hired on as General Manager – GM in training 4 weeks Maintained 26% food cost with training of new staff Developed 6 Kitchen Managers in 16 months Developed 3 service Managers in 16 months Developed 2 Assistant General Manager in 16 months Developed 2 GMs in 16 months Responsible for training managers in patch on 1-on-1s and leadership through empowerment

Director of Operations (promoted from Training and Ops manager) Annual Sales Volume: $10 Million with oversight up to $30 Million Designed and implemented a new training program used throughout the system to hire and train managers/staff Held weekly webinars for all company to learn all aspects of operations and training Led 6 training seminars annually at company conference (various topics) Trained and developed over 250 manager, directors and franchisees  As DO turned 6 stores from poor Steritech surveys (70% avg) to average of 91% through training of new Management teamsl Utilized a new self developed training program; Utilized best store as training store; Visited stores 2x per week and met with each manager each time to discuss opportunities Reduced Labor rates from 30% to 26% while maintaining 90% services scores  Took over store at 61% Steritech score with 3 health citations and constant complaints; Within year brought store brought store to 100% secret shop scores, 95% Steritech score; and achieved Corporate Store of the Year of 153 Stores