Deborah Wiese Email and Phone Number

•Partner with corporate leadership and regional managers to identify human resource related needs and develop solutions. Conduct weekly meeting with leaders and managers to build relationships and provide ongoing guidance and support with regard to staffing, employee relations, performance management and business needs. •Key point of contact for staffing support. This includes working with hiring managers to analyze staffing needs, strategize recruitment, and define the expectations of the process; develop job descriptions, advertise, source, screen, interview, extend and negotiate offers. Develop strategies for remote interviewing, hiring and onboarding. Develop and maintain relationships with agencies and schools nationally for sources of potential candidates. •Manage the new hire experience by ensuring smooth transitions into the company. Including issuance of company equipment and materials. Facilitate the completion and delivery of all new hire documentation and assure completion of new hire training in a timely manner. Develop a follow up process to check in with new employees after 30/60/90 days on the job which, for remote employees is critical to success. •Supported several reductions in force by working with senior management on the planning, development, timing and terms of the actions, as well as, coaching and counseling of managers on communication and implementation.•Provide coaching for senior leaders, managers and employees in conflict resolution to bring employee relation issues to satisfactory outcome. Work closely with managers to identify situations that require corrective action. Determine the level of corrective action warranted, impact of transgression on the company and resolution expectations. Assist managers in developing, delivering and managing Performance Improvement Plans. In conjunction with manager, assist with the termination process when this action became necessary. Conduct investigations in response to employee claims.

Strategically planned, organized and facilitated all education and leadership development for 18 stores within the New England region to ensure business goals were met and exceeded. Developed, facilitated and delivered management training, train the trainer sessions, teambuilding, motivational seminars/meetings and compliance audits. Areas of delivery included customer service, sales, time and change management and effective communications. Managed recruiting including advertising, job fairs, college recruiting, interviewing, hiring and orientations. Traveled to store locations and delivered training for store managers, middle managers and teams up to 50+. Developed and implemented training programs for staff up to 80 people to refine sales techniques and customer service skills. Resulted in increased sales and better Secret Shop results. Initiated and oversaw a regional needs assessment to determine areas for performance improvement and develop a succession plan for regional management positions. Created effective tools for managers to improve customer service within stores, resulting in a 20% increase in Secret Shop scores and fewer customer service problems. Lead regional meetings to develop and execute best practices for curriculum training including new POS system, shipping and distribution procedures and promotion of gift registry business. Built strong partnerships with 18 store managers to identify and develop middle managers. Resulted in middle management promotions, better staff communication and ultimately more sales.Acted as the liaison between 18 regional stores and corporate HR with regards to employee relations and benefits. Conducted employee information sessions to ensure store managers and associates understood changes to 401k, compensation, profit sharing, health and dental and life insurance benefits. Reduced employee questions which allowed managers to focus on sales and revenue.

Managed 4 stores including; recruiting, screening, interviewing, hiring 60-100 store associates. Managed budgets and oversaw all financial aspects of store operations, Payroll, Salaries, daily store financial deposit & cash needs.Trained, mentored and coached Sales Associates and Middle Managers for further promotions. Promoted 12 associates as upper management key leaders.Managed and trained associates in all areas of store operations including; sales, merchandising, financial, inventory operations and customer service. All resulted in higher bottom line profits.Managed stores producing up to $7.5M which involved creating floor plans, analyzing customer profiles and merchandising quantities and evaluating displays based on sales.Opening Store Manager - Boylston Street, Boston (New England area flagship store) and South Shore Plaza, BraintreeHired, trained, coordinated and scheduled entire store opening process. Collaborated with area/regional managers and designers to plan all merchandise placement and implementation of a $5 million and $6 million store.