>Managed a Team of 10 professionals and reported to the CEO>Established the HR strategy for each functional area of the business after reorganization under Chapter 11 that covered over 5,000 Associates in over 1400 locations throughout the US, Virgin Islands, PR and purchasing offices in Taiwan and Hong Kong.>Led the wind down of all HR related activities after the contract with our primary business partner (Kmart), terminated on December 31, 2008.>Designed a unique compensation program that reduced turnover by more than 25% from past levels. >Negoiated the transfer of over 95% of the field workforce over to Kmart with Associates retaining employment, Footstar service credits and pay rates and saving Meldisco over a $2MM in severance payments.>Defined a safety strategy with the field HR Team that reduced Workers Compensation costs by $2.5MM per year.>Drafted the CD&A Secton of the proxy statement for the past 3 years to ensure compliance with Sarbanes-Oxley legislation.>Partnered with the Compensation Committee of the BOD's to present executive compensation recommendation

>Reported to the Senior Vice President of Corporate HR >Restructured compensation and benefit programs during a highly sensitive and difficult bankruptcey process affecting 20,000 Associates across the corpoarte headquarters and 3 divisional business units in more than 3100 locations.>Collaborated with internal/external counsel to draft the benefits and compensation portion of the "First Day Orders". >Monitored and reported financials associated with those Orders during the 14 months prior to emergence from Chapter 11 bankruptcy in February 2006>Spearheaded the successful closing of two distribution centers with over 400 Associates while ensuring daily merchandise fullfillment needs continued to retail outlets uninterrupted during the 9 month transition to a 3rd party service.>Directed all reduction in force activities including the development and timing of employee communications WARN notifcation and financial reporting reducing headcount from 20,000 to approximately 5,000 in 5 months.

>Promoted to create a high performance centralized HR service center to support 4 seperate business units with 20,000+ Associates in over 5,000 locations. >Collaborated with Division HR Vice Presidents to provide complete design and delivery support in the areas of employee benefits, compensation, communication, workers compensation, HRIS and record keeping resulting in an overall savings of $1MM>Partnered with the SVP of Corporate HR and the Compensation Committee of the BOD to establish unique long and short term compensation programs for all Associates, including senior management>Spearheaded the development of the Corporate Communication function to drive consistent messaging and strategic corporate wide initiatives.>Researched, designed and implemented systems solutions for a Total Rewards Statement, IVR system, a compensation planning system and a server based compensation benchmarking tool.>Led several global HR iniatives (benefits, compensation and performance management), for expatriates and foreign nationals in Asia, Taiwan, Hong Kong, Mexico City and the Czech Republic>designed key iniatives around the HR Stretegic Business Plan which included the introduction of an employee opinion survey that led Footstar to be recognized by Fortune as one of the top 250 finalists in the "Top 100 Employers" selection process in 2001.>Established a corporate wide mentoring program, expanded 360 degree feedback participation, standardized the performance management process, reduced the number of forms used in the process from 38 to 3 and introduced an e-learning management development program >Developed a succession management process that identified senior management bench strength and high potentials which were presented to and reviewed by the Compensation Committee bi-annualy

>Designed and implemented a competive and cost effective menu of new benefit programs for 20,000 employees in over 3100 locations nationwide in 3 seperate business divisions and corporate>Designed and implemented a unique job ranking/market pricing salary structure for field and office employees.

>Established a field HR function for approx 10,000 employees which provided for centralized support on all HR related matters. this function dramatically improved consistencey in the application of HR policy and procedures as well as having a material reduction in legal claims and administrative charges from employees.

>Regional HR Manager -Researched and developed the first comprehensive training program for management Trainees, developed standarized policies and procedures for all store employees and established a recruiting and bench strength strategy to retain key talent.>District Manager - Succesfully managed the operations of one of the largest and most profitable districts in the Company with revenues in excess of $5 million>Store Manager - Managed the second largest store in the Milwaukee market increasing sales by 63% in just 2 years.