Jennifer Ramey Email and Phone Number

Head of Human Resources role responsible for overseeing all aspects of HR practices and people operations including strategic planning and developing + implementing HR initiatives that align with the organization’s goals. Key focus areas include: Strategic HR Leadership: Develop and implement HR strategies and initiatives aligned with the organization’s overall business strategy. Serve as a strategic advisor to the CEO and senior leadership team on all matters related to Human Resources and talent.Change Management: Lead and manage organizational change initiatives to support business transformation and develop communication strategies to ensure successful implementation of change initiatives.Cultivating Culture, Engagement, and Employee Experience: Champion a positive organizational culture that supports employee engagement, collaboration, and a shared sense of purpose. Implementing initiatives that reinforce the company’s values and mission and deliver on the employee value proposition. Build and curate a culture of integrity, inclusivity, and innovation.Talent Management: Oversee the recruitment process, talent acquisition, talent planning, and retention strategies. Implement programs for employee development, training, and career progression. Compensation, Benefits, and Total Rewards: Design and manage competitive compensation and benefits programs to attract and retain top talent. Conduct regular benchmarking and analysis to ensure compensation competitive edge. Manage all vendor relationships and administration.

Online tennis apparel + gear business.Passion project.

Guided the development and implementation of HR strategic initiatives. Led a team of 100+ dynamic HR professionals, overseeing roles in both regional and corporate support center locations. Responsible for functional areas including RaceTrac store and distribution center HR [recruiting, onboarding, training and development, engagement, and employee relations], learning and content development, field policies and compliance, and new store opening training. HR Leadership Model –Implemented a company-wide field HR Business Partner model. Strategically aligned roles and responsibilities to ensure the business was prepared for organizational growth. Talent Acquisition – Oversaw teams responsible for recruiting processes at 570 locations across nine states. Managed field workforce planning and forecasting, and the teams responsible for hiring and training 15,000+ store team members annually. Implemented a new model for specialty team recruiting that improved support and the candidate experience. Learning + Development - Led team that developed core training programs and leadership development courses.Culture + Engagement - Responsible for gathering and evaluating survey data. Partnered with operations teams to analyze trends, develop action plans, and improve processes. Championed efforts that fostered company culture and employee engagement. Ensured that all employee relations concerns were properly addressed, documented, and resolved. Talent Development – Developed an organization-wide competency model and partnered with HRIS team to build performance review templates, 9-box model, and development plans in Workday. Collaborated with hiring managers to align role profiles to competencies and technical skills. Responsible for field talent and succession planning across all regions. Policies and Compliance - Oversaw all field policy development, implementation, and reporting. Partnered with HRIS team to develop reporting based on jurisdictional requirements.

Leadership for strategic organizational projects, overseeing company store operations, market development, and growth initiatives. Led strategic initiatives for Jamba, including new store growth in the Atlanta market and all HR and operational responsibility for company-owned stores in Georgia and California. Created and facilitated the new franchisee immersion program curriculum and experiences. Collaborated with cross-functional project teams, contributing to projects including brand initiative design and implementation, new product launches, and operations program deployment. Managed the design and implementation of innovative training and culture programs that actively engaged teams at all levels within store and field operations. Led teams responsible for all aspects of new store openings, new franchisee onboarding [domestic and international], field training, learning program development, employee engagement, and strategic initiatives. Guided team responsible for the development and deployment of blended learning solutions, including video, print, and experiential learning, with content focus areas including team member, manager, franchisee, product, culture, and compliance training. Supported training for specialty brands [3 months]: Auntie Anne's, Carvel, Cinnabon, and Jamba.

Created content and learning programming tailored to industry needs and played a pivotal role in enhancing the impact of WFF's strategy to empower women for career advancement. Oversaw the speaker and selection process for educational programming at various WFF events, such as the annual leadership development conference, executive summit, and leadership development workshops. Oversaw event planning and logistics, leading cross-functional teams to ensure successful event execution. Led team of content designers responsible for all programming. Developed custom content for partner organizations. Ensured content strategy and competency model were incorporated across all products and services.

Provided field training support, classroom training and facilitation, new restaurant opening support, and program implementation. Facilitated training at all levels of organization. Led nine-person field-based training team responsible for overseeing new manager training and development. Oversaw execution of management training and development programs. Developed, deployed, and facilitated ongoing Cane’s University and Managing Partner program curriculum, new market immersion programs, and international franchisee immersion and training experiences. Guided development of custom orientation and onboarding plans for all support office crewmembers. Headed annual talent planning process for field operations team, including turnover, growth projections, succession planning, and budgeting functions. Managed $5 million training budget, $2 million meeting budget, and field team budget.

Flying Star Cafe + Satellite Coffee. Oversaw start-up of both franchise division and training department. Led development and implementation of all franchise initiatives. Directed operations and testing of franchise prototype, including menu development and employee programs. Responsible for driving revenue and profitability for company-owned test locations. Served as project leader for new store opening process (prototype conversion). Developed all franchise support materials, including new store opening guide, franchise operations manual, local store marketing guide, reference guides, and training materials. Led all content development and training deployment for company-owned locations [both brands].Additional positions held: Director of Training, Director of Franchise Operations

Worked in leadership position responsible for overall store operations and $45 million in annual sales volume. Led, coached, and developed store team of seven executive team leaders, 22 team leaders, and 250 team members. Opened new SuperTarget in 2008, achieved highest sales volume for July new store cycle, and exceeded pre-opening budget by more than $10,000. Oversaw executive team leader, team leader, and intern development and promotion. Achieved company-established guest service metrics, as well as achieving top 20 in company for overall store guest service scores in 2006, 2007, and 2008.