Supported the New England region of over 115+ stores and approximately 30,000 associates and $8B+ in sales. Lead a team of 11 District HR Managers, who each support 10-13 stores. Oversees the implementation of HR programs and processes to ensure the most effective utilization of human capital needed to maximize business performance in the designated region. As the Regional HR Director, I am an influential, credible, and trusted partner to the business line who influences the alignment of HR and Operations by engaging the RVP and District Managers to gain acceptance for strategic HR decisions. • Serve as an influential, credible, and trusted partner to the business line and influences the alignment of HR and Operations. • Responsible for the hiring, performance management, coaching, motivate and development of the HR team.• Ensure the execution of HR programs/processes in the areas of: Organizational Effectiveness, Staffing, Performance Management, Learning, and Associate Relations• Support the Regional Vice President by providing HR guidance for the regional business unit and driving regional HR practices.• Evaluate regional HR practices and trends and provide feedback on effectiveness to the functional owners.• Partners with divisional and cooperate HR to identify opportunities and gaps in existing programs to meet short and long-term HR needs in the region and division.• Develop and execute region-level strategy for staffing, talent planning, and associate engagement.

Support Supply Chain Division across ten Regional Distribution Center and manufacturing facilities to deliver, implement and execute Human Resources strategies. Leading and influencing others to deliver on company priorities. • Lead Human Resource strategies within the Supply Chain Division for employee relations, labor relations, associate advocacy, talent management, talent assessment, talent acquisition, leadership development and training to advance strategic goals of the business.• Provide Supply Chain Leadership teams, with guidance on matters of associate relations, associate advocacy, labor relations, conflict resolution, performance management and HR Compliance through training and coaching to protect the company from liability.• Ensure training and development opportunities, are being offered at all levels, communicate career opportunities through succession planning, provide regular performance feedback, and demonstrate friendly, respectful and positive behaviors to build organizational talent and leverage diversity in all departments in store and field leadership within assigned division(s).• Build organizational talent within the Distribution Human Resources team through hiring, on boarding, training, developing, and delivering appropriate performance management to develop skills and capabilities of members of the HR team.• Ensure the execution of associate engagement and culture initiatives to improve associate experience, improve customer experience, drive sales and execution, and reduce turnover.• Communicate Human Resources activities, results, and related information to the Vice President, Field Human Resources and SVP Supply Chain.• Review and analyze human resources expenses and set budgets to remain consistent with company goals and objectives.• Review Distribution salary and payroll key issues and trends and develop solutions to improve salary and payroll performance.

Supported business units across six regional distribution and manufacturing facilities. Investigates and prepares reports for board-level discussions to develop and manage national and international employee relations, increase morale, and reduce complaints and turnovers. Provides growth opportunities, improve employee performance quality and retention through the introduction of workforce and succession planning. Conducts critical business analysis of proposed HR initiatives, identifies developing trends to provide accurate feedback, and recommend solutions based on an HR perspective. Leads recruiting efforts to attract and retain key talent by approving headcount increases, anticipating managers’ needs, developing sourcing strategies, screen and interviews, and the orientation of new hires. • Identified training initiatives that elevate the skillset of current associates to foster growth opportunities.• Designed Leadership Training Programs to provide new leaders with a clear path for advancements. • Spearheaded a company culture of core values, drives improvements in programs, processes, and related training and coaching to develop and nurture a collaborative, fair and equitable workplace. • Partnered with senior management on the design, implementation, and oversight for the performance review process. Coach managers on performance issues and resolutions to establish appropriate actions.• Ensured legal compliance with legal EEO issues by monitoring and implementing federal, state, and local laws, and designing training programs that assured laws were in line with the visions and values of the company.

Served as liaison between the Target Stores and the Group Office; partnered with Human Resource Managers in the assigned district to provide support on cultural, legal, and performance issues. Conducted complaint investigations and made recommendations on the appropriate course of actions. Collaborated in the development of Supervisors and Executive Team Leaders, and the implementation of organizational initiatives and process improvements, that supported sales growth, business development, long-term planning, and succession plans. Worked with teams during business restructuring and promoted training classes and seminars for professional development to facilitate advancement opportunities. • Directed the opening and start-up for two new distribution centers; recruited and on-boarded 2K employees according to facilities requirements for staffing and operations. • Oversaw start-up operations, developed staff and spearheaded HR and operations procedures for the opening of a new store. • Expanded a high-performance team that had the lowest company-wide turnover and a 99.1% operational excellence rating by providing formidable coaching and mentoring. • Executed opinion surveys and roundtable discussions to solicit employee feedback; developed actions plans to improve employee morale and performance. • Saw rapid advancements over the course of seven years by demonstrating compelling leadership and a track record of achievements. Won the “Fast, Fun, and Friendly” award for excellence in leadership and cultural change.

Serve as the liaison between management and employees by responding and resolving disciplinary and grievance problems. Helped to address work-related issues by conducting confidential investigations. Maintained accurate and restrictive employee records. • Built a productive and cross-functional team; developed training courses to enhance opportunities for advancements.