Directs and administers all functions of Human Resources including adherence to HR law, policy, employment relations, performance management, benefits, recruitment, and strategic HR decisions. Serves as a partner to senior and mid-level leadership and staff ensuring success aligning HR throughout the entire organization.

Serves as the HR partner to company leaders and supports overall operations with adherence to HR law, policy, staffing, development, benefits and leads strategic personnel decisions. First point of contact for all HR related needs and develops and executes HR strategy.

Areas of responsibility range from employee recruitment, employee performance / development, employee engagement, administration of policy compliance, and maintaining records and reports connected to the people side of the organization. •First point of contact for all HR-related queries for both employees and leadership.•Work with leadership and employees to address employee related concerns, inquiries, or performance.•Track employee performance review process, including salary administration. •Manage job openings, screen candidates, and partner with leadership on final selection of new hires. •Administer all employee on boarding. •Report on department activities and HR metrics, such as company turnover, cost per hire, disciplinary tracking, performance review consistency, or telecommute utilization.•Conduct annual salary surveys, and update salary administration and grades based off recommendation.•Maintain annual insurance renewals, evaluates benefits and makes recommendations based off data, trends and employee feedback.•Assist leadership with employee separations; conduct exit interviews, and oversee appropriate documentation. •Write and revise company policies and procedures.

Supported vital store operations through the creation of new and enhanced training tools, revised recruitment strategies, improved employee selection, inventory management, and networking. • Solely created a 50 plus page training guide on customer service principles, sales strategies, and product knowledge. Manual includes activities to engage multiple learning styles. • Revised and created new recruitment documentation, interview guides, job descriptions and employee job postings. • Conducted 5 or more monthly interviews to ensure quality talent. Maintained job ads and reviewed job applicants biweekly.• Lead role in inventory selection for seasonal lines, and continuity products. Responsible for quarterly selections, while factoring in variety, proper product balance, and upholding the budget. Average quarter product budget of 40k plus. • Maintained vendor relations with 11 corporations while actively pursuing new lines to meet future customer needs. • Strategized and problem solved future consumer needs and evaluated brands, budgets, competition, and company’s image and selection process and exceeded yearly projected sales. • Attend monthly networking events to expand local connections, recruiting opportunities, and increase brand recognition.

Developed approximately 45 General Managers (GM) within the East Central Region, the area included Virginia, DC, West Virginia, and Ohio. Built long-term relationships with GM's and Area Managers (AM) to create a unified culture through increased accountability, support, and aligning everyday actions to the company's vision. • Leader among peers. Selected to train five new-hire peers in an on-the-job training environment. Provided step by step instruction on expectations, problem-solving, training skills and application, and human resource procedures.• Throughout tenure as Store and Regional Trainer trained over 1000 employees including peers, and middle management. Topics included: sales process, customer service, product knowledge, store operations, safe serve procedures, scheduling, recruitment, and individual employee development.• Independently conducted and organized formal and informal training for over 20 locations within the region. Created action plans for GM's and remotely managed the store and individuals progress. • Traveled weekly across the region to maintain a close connection to GM's, team members, customers, and issues at the ground level. • Measurable leader in sales indicated by $44 average ticket (including beverage sales); over company average by $9. Additionally, opened new stores resulting in an average of 20% over planned budget; 4% ahead of peer trainers. • In addition to supporting the East Central Region, was hand selected out of peers to participate in the creation of one of Starbucks test projects. Assisted Starbucks leadership to evolve training material to fit the future sales process. • Interim Virginia Area Manager: February 2014 - May 2014. Oversaw ten, fast-paced stores across the state. During this tenure, reversed dropping yearly sales comparables from -4% to 2%. Managed various HR related occurrences including two employee investigations, relocating a General Manager and introduced and enforced new procedures.

Prepared new store openings by leading employee training sessions on company mission, sales process, product knowledge, store operations, and oversaw local human resources operations. Additional project management responsibilities included ensuring information technology, construction, health codes, mall operations, and merchandising challenges are mitigated and corrected before store opening deadline. • Successfully opened 20 new locations across the United States and Canada. Prepared new store openings by leading employee training sessions, utilized standardized presentations and ad-hoc materials to encompass multiple learning styles. • Provided additional training for GM's. Focused on employee relations (recruitment, coaching, development, scheduling) and personal growth.• In addition to supporting the development of the team, oversaw the final steps in opening operations: IT installations, construction, permits, onboarding, and mall operations.• Selected to train five new-hire peers in an on-the-job training environment. Provided step-by-step instruction on expectations, problem-solving, training skills and application, and human resource procedures.• Between new store openings, visited 15 other locations to provide continued education to GM's by formulating personalized action plans to drive success. Maintained remote contact with GM's to adjust plans and behaviors, coaching them through their development programs.

Results driven leader, responsible for improving and growing a corporate training store. Consistently outperformed peers and quickly promoted to Regional Trainer position. Committed to employee growth and achieving company goals.• • Selected from a group of 12 peers to train and mentor seven peer district locations on leadership and management. In absence, home store exceeded sales goals weekly and had zero operational discrepancies. • North Point was strategically selected as the corporate training location due to leadership and high standards of excellence. Consistently executed sales approach, proper merchandising, ability to direct staff, and provided a welcoming and encouraging environment for learning. • Hosted weekly corporate training groups and assisted in coaching General Managers, Assistance General Managers, and Area Managers. • Increased North Point store average ticket to $51, a $10 improvement over the previous year; and maintained the second highest store average ticket in the Southeast district.• Improved annual comparative from 4% in 2010 to 9% in 2011; increased store’s average ticket from $41 (2010) to $51 (2011). • Meticulous attention to payroll in 2010 led to a surplus of $8,000 payroll dollars and resulted in a $3,000 excess in 2011.• Set stringent and achievable goals by positively setting high expectations and consistently following up on results; most notably reflected in the promotion of five North Point employees to leadership positions.

Teavana is one of the most recognized and respect tea brands. Leading in quality teas, and exclusive flavors, while creating a unique retail experience. • Assistant General Manager for the flagship location. Supported the General Manager through recruiting, selection, and employee training.• Lead by example in personal sales, customer service, and compliance with corporate policies. Consistently demonstrated leadership, and quickly promoted to General Manager.

Ford Pile is a locally owned construction company which installs foundation pilings for large construction in the Hampton Roads area. Projects included: Westin Hotel, Old Dominion football stadium, and Bush Garden’s roller coasters.• Responsible for account receivable and payable. Organized and maintained over $2m+ of monthly incoming invoices in accounts receivables. • Assisted with the weekly payroll for 30 plus employees. • Responsible for accurate and up-to-date Certificates of Insurance. • Liaison between U.S. Navy and Ford Pile. Responsible for facility access management and coordination for construction workers, and scheduling contract deliveries.