Serve and lead my team to be strategic advisors and thought partners to Leadership (SVP, VP, Director and Manager levels) to solve complex business challenges and HR matters-Champion Business transformation and change by serving as a change agent related to business tranformations, enabiling the development and execution of talent strategies within-Lead Talent Workforce Planning solution that propel the business forward, anticipating and executing on future talent strategy needs and aligning the HRBP and COE teams to the needs -Coach and Counsel Leadership in support of business and talent strategies-Promote a culture of engagement ensuring strong development and retention strategies-Drive Diversity and Inclusion initiatives

Strategic business partner providing daily guidance, coaching and advisement to all areas of the business (Stores and Corporate functions) at the SVP, VP, Director, Manager and Associate levels. Provide advisement on the following: associate relation matters such as performance, behavior, interpretation and application of labor/employment laws and policies / procedures in an effort to mitigate risk and support the associate. Served as subject matter expert related to Business Continuity, aligning strategy and actions to support our associates in times of natural disasters, threats, temporary location closures.

Strategic business partner providing daily guidance, coaching and advisement to Territory SVP, Regional VP, District(Director) and Store leadership related to associate relation issues, performance, behavior, interpretation and application of labor/employment laws and policies / procedures in an effort to mitigate risk and support the associate. -Coach and advise leadership on workforce trends and employment laws-Advise and conduct investigations regarding complex associate relation issues, make decisions and advise on outcomes.-Advise and coach Leadership on any performance opportunity needs and processes.-Advise leadership with a strategic approach related to Workforce analytics; turnover and retention, engagement, staffing levels, scheduling analytics.-Investigate and correspond to any EEOC matters.-Coach and advise management ensuring compliance with ADA regulations, leave and benefit programs. -Develop and facilitate training in order to support Leadership compliance with company policies and procedures. -Take an active role in educating self on the changing environment related to local, state, federal employment laws and regulations. -Seek legal counsel as needed

Strategic advisor supporting Regional VP and District(Director) leadership. Responsible for the Talent Management needs in the stores organization for 450+ Executives in the Midwest Territory. -Lead the Talent Management processes; including annual performance appraisal process, succession planning and talent development needs. -Advise leadership related to the appraisal process and effective performance feedback, ensuring company programs are leveraged as appropriate.-Lead and execute development programs for hi-potential executives to support their individual growth and company talent needs. -Understand and be the subject matter expert related to the market talent needs in order to strategically support future talent needs, whether internal or external. -Collaborate with Recruiting partners on talent needs to ensure strategy for future external talent needs.-Manage budgets related to relocation, travel and headcount. -Advocate and influence Leadership related to any orginasational change strategies

Develop and orchestrate the University Relations programs for Kohl's in the Midwest Territory, including Intern and Manager In Training(MIT) programs at a large scale. (150+ Interns and 75+ MITs annually)-Build and facilitate new/existing relationships between Kohl's Senior Management and key campus partners-faculty and administration. -Collaborate with Kohl's Senior Leadership to lead the development of appropriate campus strategies, presentations, meetings and activities to support the future talent pipeline in the stores organization.-Manage the on campus Recruiting teams, process and strategy-Collaborate with key stake holders (Business leaders, Talent Development, Compensation) as it relates to development needs and program design of the Internship and MIT programs in order to impact conversion, retention and promotion of associates out of the University Relations programs. -Analyze metrics related to conversion, retention and promotion of associates out of the Intern and MIT programs to better understand business needs and make appropriate changes to the University Relation program. -Understand trends in the University Recruiting space and make the appropriate recommendations in order to ensure a continued leading and competitive program.-Plan large scale events such as conferences for Interns and MITs