Designed, planned, and implemented human resources programs and policies, including staffing, compensation, benefits, employee relations, training, and succession planning for a region of 13 store locations. Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications. • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. • Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. • Executes talent, retention and succession planning initiatives.

Delivered strategic human resources support for division consisting of seven regions with 661 Pharmacy and Optical Clinics across 13 states, including California, Hawaii, and Alaska. Served as subject matter expert and senior consultant for all human resources issues. Drove talent management initiatives and performance management initiatives for division. Directed execution of human resource practices, programs, and policies for division. Ensured consistent application of human resources policies and programs. Led human resources managers and human resources support staff in execution of HR initiatives. Identified and addressed execution and communication gaps. Created action plans to resolve implementation issues.• Coordinated directed and resolved complex Associate relations issues involving Title VII.• Led the planning and execution of HR initiatives for recruitment, succession planning, staffing, assessment, learning and development, performance management, and retention throughout the Division.• Decreased Exempt Turnover from 35% to 15%• Increased Associate Engagement from 63% to 85%• Decreased time to fill for open positions from 60 days to 25 days• Decreased head count variance from 105% to 100%• Support, communicate and advise senior management on their talent development initiatives.

Provided strategic HR support across multiple districts consisting of over 200 exempt and 5,000 non-exempt associates. Oversaw execution of HR initiatives in employment practices, HR communications, performance management, staffing, development, and associate relations. Partnered with district managers and regional managers to identify and focus on learning priorities for the market.• Designed and implemented staff development programs to maximize employee productivity; improved turnover in all locations.• Conducted and resolved associate relations issues within the market. • Developed and implemented plans, practices, and processes to better achieve organizational goals.