DSNWK offers support to meet the needs of individuals who experience lifelong mental or physical challenges that are diagnosed before the age of 22. Support includes instruction in and helps with self-care, skill-building, communication, mobility, and employment so individuals can live and be active in their communities.Infants to the elderly, DSNWK serves all age groups from the counties of Cheyenne, Decatur, Ellis, Gove, Graham, Logan, Norton, Osborne, Phillips, Rawlins, Rooks, Russell, Sheridan, Sherman, Smith, Thomas, Trego, and Wallace.

Recruited to drive the full scope of business and HR operations for a team of 120+ – tasked with overhauling the team culture, instilling HR standards, driving focused talent acquisition strategies, fostering operational synergies, and realigning the store with corporate standards. Leadership scope spanned a team of 120+ with a $36M P&L. Oversaw payroll, new hire offers, benefits administration, compensation, and pre-screening strategies. RECRUITMENT & HUMAN RESOURCES:  Served as a key partner to corporate HR team across administration of benefits, payroll coordination, and the employee wellness program. Crafted a 30/60/90-day plan to lay the foundation for optimal HR, business, and operational practices.  Communicated benefit information including health, dental, 401k, employee stock purchase plans, tuition reimbursement and employee discounts to current associates, new hires, and potential hires as a recruitment tool.ORGANIZATIONAL DEVELOPMENT:  Reduced OSHA violations from 15+ per year to under 5 – devising key training programs around reporting, compliance, organizational guidelines, and leading safety practices.  Employed a hands-on onboarding and training program – leveraging mentors and 15- and 30-day follow-ups.  Promoted an open-door policy in which associates were free to communicate concerns; created and maintained a positive workplace culture through team collaboration, high performance, and efficiency. LEADERSHIP & TEAM BUILDING:  Boosted employee engagement practices to raise team scores from 74% to 85%+ YOY.  Reduced turnover from 84% to under 50% and under 20% in leadership positions – leveraging creative sourcing strategies including campus job fairs and interview classes to build talent pipeline.  Developed and implemented an ongoing recruitment and pre-screening strategy for store associates, assistant managers, and up to 20 executive positions to add talent, experience, and enthusiasm.

Oversaw the full spectrum of human resources, recruitment, employee development, compliance, store management, and team development. Managed upwards of 150+ employees – building and deploying elevated strategies to boost engagement, improve customer services, and maximize revenues and profitability while remaining fully united with the corporate mission, vision, and direction. Continuously tapped to enter struggling stores, train new and emerging leadership, and ensure alignment with industry-leading HR best practices and standards. RECRUITMENT & HUMAN RESOURCES:  Seamlessly navigated the complexities of the HR landscape including employee retention and engagement, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policy development, and legal compliance.  Successfully turned around 5 store locations – introducing HR best practices, safeguarding compliance, elevating employee engagement, and ensuring adherence to all policies and procedures. ORGANIZATIONAL DEVELOPMENT:  Entered into 11 store locations throughout tenure to course-correct failing processes, overhaul employee relations, drive compliance-centered programs, and bridge the gaps between HR and store leadership.  Developed 4 new store locations from ground up by sourcing, hiring, training, and developing effective teams.LEADERSHIP & TEAM BUILDING:  Supported hiring and training of 200+ salary executives – strengthening workflow and productivity for the district covering 16 unique store locations. Hired exempt, salaried talent through a robust campus recruiting program; partnered with 6 colleges and universities to participate in hiring fairs, class presentations, campus interviews, and internship programs. Maintained a top-talent, engaged store staff through training, coaching, counseling, and disciplining employees as well as through planning and implementing regular performance appraisal processes.