The Store HR Representative partners closely with store leadership and the regional HR team to champion the HR goals and strategies by performing the following duties:•Assist with the staffing, interview and selection process of leadership and non-leadership roles within the store and manage the applicant tracking system and applications for positions within the store•Oversee effective orientation, onboarding & training to drive engagement and retention•Champions engagement through mTeam, mCulture, mPerformance & other HR key initiatives•Ensures and facilitates effective communication to all team members in the store•Engages leadership to communicate and follow up with team members•Assist in the reporting, analysis, execution and follow up pertaining to talent management, talent development, talent acquisition, and total rewards processes and programs•Provides guidance to store leadership on career development resources for their team members, run reports and track progress of Individual development plans, talent profiles, development goals, training completion, and overall development efforts•Through the guidance of the HR Market Manager, provides consultation, direction, and recommendations to leadership regarding employee relations activities, dispute resolution procedures, corrective and disciplinary actions, terminations and EEO matters affecting employment• Assists with the investigation and resolution of employee complaints or policy violations•Provides business partner support regarding company policies and procedures covering the areas of employee relations, compensation and payroll, benefits administration, talent development, talent management, and disability management services•Support HR Market Managers with projects as needed•This job profile is not meant to be all inclusive of the responsibilities of this position; may perform other administrative duties as assigned or required•Demonstrate confidentiality and ability to instill trust

Over-commercialization, steroid use, and poor management have led to the decline of interest in baseball in recent years. Even the literal game itself may also be to blame for its own demise. Twenty-First Century Townball is a compilation of the very best of what baseball and other bat-and-ball games have had to offer this country in all its various forms throughout the ages.Our mission is to bring people back to the primal game of base-ball by getting them to engage in Twenty-First Century Townball.Twenty-First Century Townball is a bat-and-ball game based upon the version of base ball played in Massachusetts before the Civil War. We took the original rules of The Massachusetts Game and projected them to what we believe the game would have become if the Massachusetts-style of play had won out over that of New York as America's National Pastime. Although this game has its origins in the nineteenth century, it wasn't brought to completion until the twenty-first. We have been playing this game regularly since 2012 and have become convinced that this may be the greatest game on the planet.We agree with many historians and ball players across the nation that the version of base ball played in Massachusetts in the nineteenth century was superior to that played in New York in many ways. However, we also recognize that The Massachusetts Game, in its original form, could not have won out over The New York Game as Our National Pastime. Twenty-First Century Townball is an attempt to rectify this.Our vision is to revive the Massachusetts style of play by making Twenty-First Century Townball a national game.

Supporting Field HR, Employee Relations, Recruiting, and Retention Projects for our 24,000 union and non-union employees in more than 300 locations in the US and Canada.• Built employee relationship management system from scratch and conducted a total of 282 stay interviews and 100 exit interviews over the phone with various employee groups to discover underlying reasons for their staying or leaving. Of the stay interviewees (excluding retirements and layoffs), retention amongst this group was 87% better than those with the same job titles who were not interviewed.• Led bi-weekly retention calls for 40+ select terminals with their respective leaders to discuss specific and measurable action items to boost retention and employee morale, recognition, and career development• Monitored weekly compliance on the part of all 300+ terminals to conduct “check-in” conversations with new hires in their first 90 days.• While receiving the highest response rate of any non-recruiting HR employee, sourced for a high volume of mid-level, non-union management openings spanning ~30 metro areas across the U.S. using Indeed, with a total response rate of 49% out of which 75% indicated initial interest.• Collaborated with Field HR Managers, Recruiting, and L&OD staff to source, generate, and implement ideas/plans for employee retention across different employee groups.• Supported Field HR Managers and HR Directors with field employee relations.• Visited physical terminals weekly to gain an up-close impression of the operation and to become acquainted with terminal management and union employees in-person, including activities such as ride-alongs, property tours, and relationship-building with Area Vice Presidents.

Professional Development Academy, with more than 12,000+ graduates to date, is a prime provider of high-quality leadership development academies for city and county government leaders throughout the United States, as well as corporate clients such as FedEx, Ford Motor Company, General Mills, General Electric, Starbucks, and Sysco.Responsibilities/Duties:• On a sales team of 10-15, drove enrollment for quarterly High Performance Leadership Academies and Cybersecurity Leadership Academies which equipped city government leaders from the contiguous 48 states.● Emailed/called 40+ city government employees daily, selling seats to the ICMA High PerformanceLeadership Academy and Cybersecurity Leadership Academy.● Coordinated and ran multiple targeted messaging campaigns to HR Directors, City Managers, largeurban cities, etc. in six states, following up with interested candidates and maintaining long-termrelationships with them before, during, and after their 12-week duration in the Academies.● Regularly contributed new ideas regarding sales tactics meant to increase callback/email response as well as further increase interest in the Academies, adding leads to the sales pipeline weekly.● Consistently led the sales team in month-over-month call volume.

Bon Appetit at George Fox University provides excellent leadership opportunities for their student workers. I moved my way up to Team Leader (TL) after learning everything about the cafeteria, the dishroom, and communications with the kitchen. This start-from-scratch learning experience provided excellent training for becoming a TL. Before Bon Appetit, I was not used to the pressure of a constantly changing, fast-paced, multi-managing work environment. My experience as a TL bettered my communication skills, my situational awareness and anticipation, consistency, and preventative thinking. Being a student manager taught me humility and made me better at conflict management.General Duties & Responsibilities:- Organized group tasks to serve the George Fox student body- Kept facilities maintained while promptly responding to food service needs- Problem solving and task mitigation

Since 2013, George Fox University has been seeking to engage students with the CliftonStrengths tool, probing Strengths initiatives in the student body year-round in classrooms, dormitories, and chiefly through Career and Academic Planning (CAP). Our CAP coaches work with students on degree planning and professional development. This all is run at the I.D.E.A. Center, where students "bridge college to career." I work with the director of the I.D.E.A. Center on several Strengths touchpoints throughout the year. I love this job because Strengths has multiple applications toward value. Not only does it help focus on how to take natural approaches of thinking, feeling, and behaving to goal-setting and being successful, it has the ability to be a formational tool in students' lives, speaking to who is a student is and what a student does. George Fox University cares about helping their students find their calling, which is a double component of being and doing. Strengths guide students in both of these ways, giving them a multi-formational, meaningful, practical approach to their education as well as other spheres of life. This is the IDEA Center's philosophy behind helping students realize their value. This is all done through a holistic lens in a Christian setting.Duties, Responsibilities, and Joys:- Facilitated small group Strengths discussions in classrooms and campus housing, providing tools to help measure growth- Helped run George Fox's annual Strengths Week, which consists of varied events targeted at increasing students' understanding and engagement- Created new Strengths initiatives and campaigns on small and large scales- Integrated the university's branding & messaging toward students with the developing branding & messaging of Strengths toward students- Partnered with student-run initiatives that help accelerate student professional development and collaboration with administration

Working at Reddaway (subsidiary of Yellow Corp.) provided the opportunity for me to do what I love: connecting parts into wholes. Just by sending emails as a first contact to potential new hires in a small recruiting office, I felt the difference that that would make in the life of the person who eventually got hired. Helping people get jobs was one of the most meaningful work experiences I have ever had, even though I was one ripple followed by many more along the chain of procuring talent. I want to continue learning about the many facets of HR, now that I have had recruiting experience.General Responsibilities:-Gain familiarity with the application of HR policies and business processes in a corporate environment in the following areas: Recruiting, Onboarding, Organizational Development, Training, Compensation and Payroll-Assist the Human Resources department as needed and projects as assigned -Assist with research projects and company initiatives/events, as requestedWhat my chief tasks were:- Initiated personal contact via phone and email with potential new hires and responded to engaged candidates via phone and email, conducting phone screenings for driver, dock, and auxiliary positions- Sourced for jobs across the 11 Western states using Indeed, Craigslist, WorkSource, and TextRecruit- Scheduled face-to-face interviews via Microsoft Outlook- Onboarded new hires into our employee record system ADP/Ev5 as well as entering vehicle operation information into AS/400 Driver Screen.- Processed I-9 forms including personnel reports, offer letters, forms of photo identification (drivers license, Social Security Card, Passport, etc.) W-4s, etc. Used platforms such as ADP/Ev5 and CareerBuilder. - Communicated with terminal managers via phone and email regarding the hire status of candidates, errors on I-9 forms, and interview scheduling