HR capability and Human Capital strategy for Southeast Asia (Vietnam, Cambodia, Singapore, Malaysia and Myanmar) within the Bottling Investment Group, a division of The Coca-Cola Company.

As the Strategic Business Partner for Coca-Cola Refreshment's Corporate functions, I provide leadership for all human capital related initiatives, including organizational effectiveness, leadership development, diversity initiatives, performance & talent management, compensation, benefits, change management, capability development, employee engagement and training.

Strategic Business Partner for the FoodService & On-Premise Division. Responsible for translating the Division's strategies into human capital strategies and plans that builds the capability required to achieve sustainable growth. Provide leadership for all human capital related initiatives, including organizational transformation, associate and leadership development, diversity initiatives and learning.

HR business partner for Corporate Human Resources, Legal, Government Relations, Corporate Security, Aviation, Communications and External Affairs. Responsible for all aspect of Human Resources including talent acquisition, organization effectiveness, leadership development, employee relations, learning, performance management, compensation, benefits, rewards & recognition (1,100+ client group).

Served as 'Chief of Staff' for the Executive Vice President of Human Resources. Work directly with HR EVP and his staff to ensure organization objectives were met through the execution of all human resources initiatives. Led and directed the design, implementation and maintenance of The Home Depot enterprise HR metrics, processes and reporting. Maintained additional responsibilities as HR for HR in support of 400+ associates. Also responsible for managing the total HR budget.

Led the Human Resources function for Creative Touch Interiors (a subsidiary company of Home Depot Supply). Creative Touch Interiors, is the nations premier provider of design center services, product and installation for new home production builders. Responsible for all aspect of Human Resources including: performance management, employee & labor relations, talent management, organization effectiveness, training, compensation, benefits and change management. Managed a 20 member geographically dispersed HR team, consisting of HR Managers, Staffing Coordinators, Regional HR Mangers and Training Managers.

HR leader for the PRO and Tool Rental business unit, consisting of 4000+ associates and revenues of 21 billion. Resolved associate relations issues, addressed turnover opportunities, identified breaches of culture/values that impact workplace, supported consistency in practice of Standard Operating Procedure and employment law. Managed succession planning, management development and performance management. Provided tools and facilitated meetings to ensure ongoing development (e.g., 360 degree feedback) and follow-up. Provided tools (climate surveys, town hall meetings, etc.) to drive cultural change. Provided and trained management on selection and staffing resources and tools. Raised awareness of diversity and methods to increase quality and diversity of candidate pool. Counseled and coached management on business decisions related to personnel issues, leadership and management effectiveness.

Directed human resources activities for the Merchandizing, Procurement and Global Sourcing business units. HR partner to three Merchandising Vice Presidents and the Vice President of China operations.

Responsible for a $2.5 billion region with a 5,500+ employee base, 58 stores and 1 Service Center. Managed 5 District HR Mangers and 1 Administrative Assistant. Supported a team of 1 Regional Vice President, 5 Regional Managers, 5 District Managers and 1 Divisional Recruiter. Delivered profitable results to the region by driving Best Buy culture, Values, Key Results Areas and the companies 4 Pillars. Maintained legal compliance around wage & labor laws and promote a union and discrimination free work environment. Championed talent management at all levels in order to feed the leadership engine and our future growth. Ensured execution of the other HR functions including: change management, retention, staffing, organizational development, compensation, training, benefits, performance management, 360 degree feedback, leadership development and manage expense controls within budget. Developed and implemented strategic initiatives that aids business partners on gaining a competitive advantage in the market place.

Created value and delivered business results by increasing management competencies and organizational capabilities. Partnered with Regional and District staff on business strategy, transformation and change, shared services, employee resources and quality of work life. Lead and influenced Best Buy culture in a positive manner. Other duties included: managing employee relations, performance management, outside interventions, staffing and recruiting, training, benefits and compensation and labor law compliance.

Duties included but were not limited to: organizational development, benefits administration, salary administration and employee relations.

Supported a region of 130 restaurants, 12 District Managers, and 2 Directors of Operations. Managed the Region's Bench Planning processes (Restaurant Level, Area Level and Region Level) to ensure the appropriate staffing levels of all restaurants, drive Management Stability and a Grow From Within Culture. Ensured an adequate flow of quality external hires needed to achieve Certified Management Staffing Targets. Provided feedback on candidate quality to ensure high standards. Actively addressed all Management Staffing, Crew Turnover and Management Stability Outliers by implementing Outlier processes and partnering with leadership to execute. Worked with business partners to improve the regions performance.

Coached and supported management teams to maximize sales & financial performance and improve customer satisfaction. Forecasted and built annual budgets for each line of the P & L by using prior years financial and sales results. Conducted monthly financial reviews with General Managers to identify strengths and opportunities and to develop tactics to turn areas of opportunities into strengths. Identified and eliminated barriers to customer service. Recruited, selected, and continually developed managers. Conducted performance appraisals, resolved employee conflicts, investigated grievances and facilitated team building exercises. Responded to EEOC and unemployment claims.