In March of 2023, State Civil Service reorganized from generalist teams focused on an assigned set of agencies and moved to specialized functional areas. I serve as a supervisor in the Talent Acquisition and Workforce Development Division of the Department of State Civil Service. I lead a team of Human Resources Consultants with the responsibility of acting as a resource to state agencies and job seekers as it relates to recruiting and sourcing talent through job posting branding, talent assessments, minimum qualification development, and efficient use of the current applicant tracking system.I assist consultants with identifying the needs of assigned agencies and remaining informed about organizational structure, job titles, and potential recruitment issues. I also communicate on matters pertaining to announcing vacancies, reviewing and assessing experience on job applications, and interpreting minimum qualification requirements.I am responsible for monitoring job posting requests submitted by agencies and assigning them to consultants for review. Collaborates with agency Human Resources staff to improve job postings by branding with agency-specific information, including a description of specific duties and responsibilities, and developing supplemental questions to attract and retain individuals with the necessary knowledge, skills, and abilities. I also ensure that eligible lists are reviewed and released to agencies in accordance with established policies and procedures.As a NEOGOV system administrator, I monitor NEOGOV system functions and features, and I report updates and potential issues to management. Establishes and maintains security roles, and user accounts . Troubleshoots and answers questions from agencies, internal staff, and/or applicants when problems or unusual incidents occur. I also provide oversight of the delivery of training courses and workshops to Human Resources staff as well as for projects as assigned.

I supervise a group of Human Resources Consultants in advising and assisting state employees, agency human resources staff, agency managers and agency administrators in the implementation of designated programs as administered by the Department of Civil Service.Assigns general and specific tasks to subordinates, provides guidance and leadership, and reviews completed assignments for conformity to standards and policy.Provides consultation to state agencies and subordinates on State Civil Service rules, guidelines and procedures. Analyzes division policies and procedures, such as document flow, effective dates of actions, classification appeal rights, technical definitions and audit/review methodology; recommends changes as needed.Develops and recommends pay rules, policies and procedures for compensating state employees.Supervises training of new staff and provides for ongoing training of staff. Evaluates employees' performance and approves leave.Assigns and approves development of new and revision of existing qualification requirements for classified jobs.Renders decisions on extraordinary or problematic personnel actions in accordance with Civil Service rules, policies and procedures.Plans and directs research and development projects such job classification and compensation studies, HR technology solutions and others. Provides information to state employees, administrators, public officials and the general public regarding state examining and hiring procedures.My team currently provides consultation and regulatory oversight for many of the Administrative and Enforcement agencies in the State of Louisiana including but not limited to the following Louisiana State agencies: The Dept of Agriculture & Forestry, Secretary of State, Dept of Revenue, Dept of Education, The Office of Juvenile Justice, Dept of Corrections, The Dept of Public Safety, Dept of Economic Development, Dept of Wildlife & Fisheries, and Dept of Insurance.

I am a consultant at the Louisiana Department of State Civil Service. I work on the team which serves the Health and Family Government Agencies in the State of Louisiana. I serve as a consultant to the Lousiana Department of Health- Office of Public Health as well as the Office of Adult & Aging Services. Consultants review, analyze and make recommendations relative to multiple areas, but not limited to: employee relations, compensation, recruitment and selection, job evaluation and design, and performance management. -Provides technical assistance to agency officials relative to pay and classification matters. Processes the allocation of new positions, updated position descriptions, and appeals for reallocation. -Handles Job studies as well as advanced level classification and pay assignments. -Provides consultation by suggesting methods for resolving complex classification, compensation and other work-related issues. -Analyzes the most complex agency requests forspecial pay rates and other classification and compensation practices; obtains supporting data and prepares written recommendations for appropriate action. -Conducts on-site desk reviews of positions to determine or verify duties and responsibilities. Prepares audit reports to document findings and support recommended actions. May assist In completing salary surveys or related research. -Audits and activates draft postings Researches complex cases in outside sources to make final determinations about applicant experience. Handles all questions from applicants who are determined to not meet minimum requirements, - Assists agency with staffing-related matters to identify agency needs. Keeps informed about the organizational structure, jobs, and chronic staffing problems of assigned agencies.-Develops and provides training to state agencies regarding Civil Service Rules, procedures and HR practices.

I am a consultant at the Louisiana Department of State Civil Service. I work on the team which serves the Health and Family Government Agencies in the State of Louisiana. I serve as a consultant to the Lousiana Department of Health- Office of Public Health as well as the Office of Adult & Aging Services. Consultants review, analyze and make recommendations relative to multiple areas, but not limited to: employee relations, compensation, recruitment and selection, job evaluation and design, and performance management.-Provides technical assistance to agency officials relative to pay and classification matters. Processes the allocation of new positions, updated position descriptions, and appeals for reallocation.-Handles Job studies as well as advanced level classification and pay assignments.-Provides consultation by suggesting methods for resolving complex classification, compensation and other work-related issues.-Analyzes the most complex agency requests forspecial pay rates and other classification and compensation practices; obtains supporting data and prepares written recommendations for appropriate action.-Conducts on-site desk reviews of positions to determine or verify duties and responsibilities. Prepares audit reports to document findings and support recommended actions. May assist In completing salary surveys or related research.-Audits and activates draft postings Researches complex cases in outside sources to make final determinations about applicant experience. Handles all questions from applicants who are determined to not meet minimum requirements,- Assists agency with staffing-related matters to identify agency needs. Keeps informed about the organizational structure, jobs, and chronic staffing problems of assigned agencies.-Develops and provides training to state agencies regarding Civil Service Rules, procedures and HR practices.

I served as Visual/Merchandising Manager and additionally had general responsibilities in store operational areas:Selling and Service• Sales/productivity goals: sets and communicates goals for the team in partnership with the Store Manager and/or District Manager, tracks store’s performance at all times and achieves sales through team•Productivity Management: holds management team accountable for floor supervisor productivity, personal productivity and management contribution•Works with the Store Manager and/or District Manager to protect and drive the needs of the business at all times•Coaches, develops and motivates the team on a daily, weekly and monthly basis to meet goals and utilizing Company toolsWorkplace and Environment•Approaches challenges in direct and timely manner and partners with the Store Manager and/or Multi-Manager; may take action to course correct in the moment when appropriate•Evaluates performance of all team members and provides consistent and timely feedback; creates and modifies action plans for the continuous development of staff in partnership with the Store Manager•Resolves performance problems using appropriate communication, coaching and counseling techniques•Works with the Store Manager to create a talent bench strength by actively recruiting and interviewing candidates. On boards and works closely with the Store Manager on strategies to retain top talentOperations•Manages daily operational tasks according to Coach standards including selling and service expectations, operations, payroll, human resources and loss prevention•Demonstrates strong business acumen; strategically forecasts as directed by Store Manager, plans and budgets to the needs of the business (i.e. payrolls, staffing, etc.)•Writes schedules to maximize business by scheduling right people, right place, right time as directed by the Store Manager•Maintains interior and exterior upkeep of the building with partnership from the corporate office

Was responsible for maximizing sales and profitability in a $5.3 million store. Transitioned my store team through a major management position re-structure with 0 leader turnover. I was accountable to ensure my store achieves all key metrics and is meeting or exceeding profitability goals. As the head merchant, I led, followed up, coached and trained on business analysis and merchandising decisions. I was charged with proactively creating the store business plan to drive profitable sales through forecasting and scheduling. I held my team accountable to deliver results through the Sales and Service Leader program. Held final accountability for all personnel decisions including hiring, performance review, feedback and performance counseling. I was the primary change leader, subject matter expert and communicator for my store team about all brand, market and territory initiatives.

I owned the role of merchandising manager for $4 million store with Women's, Men's and Kids businesses for 6 months. I then transitioned into the role of Human Resources Manager owning all hiring, training, performance management, payroll management and team development.

Successfully ran 2 store locations in 2012. Served as a training manager in the District for new Store Managers and Co-ManagersServed as recruiting point person for Louisiana market and successfully recruited a storemanager, 2 Sales Leads and a Co-Manager in locations other than my home storeAs Store Manager I was charged with defining and developing a clear business strategy to grow sales & profits and maximizing opportunities to generate additional store volume/revenue. Accountable to achieve quantifiable performance results (e.g. Net Sales, Return on Visit [ROV], Conversion, Dollars per Transaction [DPT], Units per Transaction [UPT], Payroll, Inventory Mgmt, Shortage, Operational Assessments, and Credit Card Account Acquisition) Responsible for conducting regular, effective performance discussions; set clear objectives and held Associates accountable to goals. Led and directed execution of task directives with designated time frames while using tools and resources to drive a high level of productivity - Price Changes, Mark Out of Stock (MOS), StyleFinders, Distributed Order Maintenance (DOM), Merchandising Needs, Payroll Adjustments, Processing of Shipment, Transfers, and Proper Claims Process Approved and adjusted weekly schedules to maximize productivity and control payroll spend. Trained my leadership team on and delegated many of these tasks based on their strengths

I led the customer experience and all sales departments in a $10 million store which included Intimates, Beauty and Pink brand. My direct reports included 2 Category Managers and 1 Category Supervisor as well as 70+ sales associates and elevated associates.

Held duties which included all aspects of store operations including visual merchandising, inventory control and organization, as well as staffing and scheduling. Responsible for entire execution of merchandise life cycle and operational compliance. Visual, Shipment and Cashier teams all reported to me.

Owned all sales and customer service metrics in a high volume locationResponsible for recruiting, hiring and training all new associatesCoached and developed customer service supervisorCoached all Managers in store on Manager on Duty effectivenessResponsible for scheduling- Partnered with Brand Experience Manager to balance workload and customer facing priorities

Developed marketing materials for new clientsMarket research to expand into new marketsNegotiated new client contractsMonitored client satisfaction through survey data and regular visits Developed rewards system for employeesRecruited nurses for contract and PRN purposes

Served as the Human Resources Manager in 2 high volume locations