• Point of contact for all Departmental promotional opportunities from broadcasting notices of openings to scheduling of interviews • Train all managers/team leads on Zero Tolerance harassment policy and other specialized training to include creation of ad hoc training on Human Resources functions relative to retail • Proctor of Food Safety certification process (NRSFP) for new and expiring certifications• Proactive approach with employees and union to resolve issues prior to a formal grievance becomes necessary• Handle all escalated (Step 2) grievances by investigating and meeting with union Business Representatives to resolve in a timely manner• Investigate and close all internal claims of harassment, discrimination and employee conflict• Counsel retail managers including District Manager in specific employee conflict situations• Assist in all retail management and store level hiring functions, including monitoring of diversity goals and succession planning• Identify and mentor potential candidates for entry level management positions up to and including assistant store manager and store manager positions• Audit and maintain required legal and governmental notices for each facility• Oversee annual employee Performance Appraisal process, including implementation of Performance Management System.• Audit Time and Attendance processes at all retail locations once per quarter• Review discipline notices prior to administering, including writing discipline notices when necessary• Engage in interactive process for employees requesting a disability accommodation• Member of Return to Work Taskforce; taskforce members utilized job descriptions and coordinated the recommendations of medical health care providers, labor relations and the needs of retail in determining, within Americans with Disabilities Act guidelines, any accommodations that were necessary for employees with workers compensation as well as non-work related injuries

Launched an In Store Recruiter program successfully in a five-state region. This included the selection and development of ten Employment Coordinators in key areas throughout the operational area who ensure every store (140+) has a fully trained In Store Recruiter. We maintain a 95% service level at all times.Responsible for the successful introduction of the Work and Travel Program as a solution to our resort store staffing needs. Achieved a $500K+ salary, administrative, lodging, and per diem savings the first year in place and ongoing. Exceeded legal regulations for ensuring all employees received federal tax payer status.Achieved 313% increase in Work Opportunity Tax Credits from 2006 to 2009, $370,000 YTD to the bottom line. Developed and provided hands-on-leadership and support for staffing a new build flagship store in difficult staffing times (5.4% unemployment in one location, remote Wyoming location and similar unemployment levels in the other). Each was fully staffed in advance of grand opening.Liaison between divisional operations and corporate Retail Talent Acquisition team.Panel interview member with retail operations for both internal and external Store Manager positions.Achieved 100% I-9 record on-file compliance. When the HR Manager position was created, there were 1700 missing and incomplete I-9s. My team and I have also reduced missing and incomplete new hire paperwork to less than 1.5% of employee base.

Accountable for the Human Resources generalist needs of 27 retail facilities.Designed and implemented Management Selection and Development Process. Strategy now in use throughout the division as a way of allowing employees to self identify for management positions. Process includes interview feedback and individualized coaching on developmental need.Investigated and responded to Colorado and New Mexico Civil Rights and Equal Employment Opportunity Commission charges. Trained all managers and hourly clerks in "Zero Tolerance" sexual harassment policy and other specialized training.Facilitated Zenger-Miller FrontLine Leadership customized management training.Investigated and closed all internal claims of harassment, discrimination and employee conflict.Counseled retail managers in specific employee conflict situations.Assisted in all retail management and store level hiring functions, including monitoring of diversity goals.Oversight of annual employee Performance Appraisal process, including training performance management system for all management.Member of Return to Work Taskforce; taskforce members utilized job descriptions and coordinated the recommendations of medical health care providers, labor relations and the needs of retail in determining, within Americans with Disabilities Act guidelines, any accommodations that were necessary for employees with workers compensation as well as non-work related injuries.

Responsible for the interviewing, selecting, proper completion of paperwork and onboarding of employees for all retail positions for the metro Colorado Springs area which (up to 11 facilities); including compliance with Affirmative Action and diversity goals.Conceived and successfully implemented a centralized hiring approach for employment in the metro area which is currently being considered for utilization throughout the Denver DivisionProduction of numerous employment and training materials; job function videos for Bakery, Deli, Courtesy Clerk and Stocking, Mentoring Workshop, and In-Stock conditionsConceptualized and directed a highly successful job fair that drew 2000+ applicants for various positions to fully staff two new stores during the holiday season.Safeway President's Award Winner(1996). Personally selected by Safeway CEO, Steve Burd, for significant contributions in the areas of increasing sales, reducing operating expenses, improving return on capital investment, and delivering superior customer service.

Trained every employee in the District being promoted to an All Purpose Clerk classification. Brought Division standards to Colorado Springs (the only satellite training facility to be certified). Additionally, I acted in back-up for the administrative assistant to the District ManagerCompleted internal compliance checks for advertising as well as competition price checksWhen needed, returned to the retail setting, performing the File Maintenance Clerk job, an entry-level management position responsible for maintaining the pricing integrity of the register scanning system.