Carried out the recruitment process to fill classified position vacancies; prepared classified recruitment plans; identified and on-boarded temporary employees for provisional and limited-term assignments.Interpreted, explained and applied Board policies, Personnel Commission rules and services, and federal/state laws and regulations; developed recommendations to improve department processes and procedures. Drafted job announcements and supplemental applications, posted job openings on the District's website, NEOGOV and distributed job flyers for internal and external posting. Received and reviewed applications for accuracy and completeness; screened applications for minimum qualifications; responded to candidate questions; generated notices and correspondence to applicants and candidates regarding application status and scores from competency, performance and written examinations. Worked with District hiring managers to identify and select/place temporary employees in provisional or limited-term assignments; contacted candidates selected for temporary employment; scheduled and conducted on-boarding process; established start dates with hiring managers and tracked temporary/ provisional employees; explained and followed up on pre-employment requirements. Prepared recruitment reports and other materials for Personnel Commission meetings; attended Commission meetings.Created, updated and maintained employee personnel files and records for temporary employees; maintained recruitment, selection and other records; entered and updated personnel transaction information into the District's HRIS system; reviewed personnel files with temporary employees as requested; interpreted policies, procedures and regulations to District management, staff and the public in assigned areas of responsibility. Participated in job fairs and other community events to increase awareness of employment opportunities with the District.

Collaborated, coordinated and oversaw store operation teams to successfully open a new location in 1.5 months● Partnered with ~25 people, including Regional Visual Merchandising Director, Regional Project Manager, District Manager and District General Managers to ensure staffing and projects were executed efficiently & timely ● Trained the leadership team on communication best practices, store operations and other HR protocols including performance management, onboarding and succession planning● Analyzed business trends to determine sales forecasting & scheduling needs to drive key performance indicators (KPIs)

Implemented new operational model strategies and Human Resource best practices, resulting in becoming the district’s training location & model store for Southern California● Developed streamlined store scheduling strategy to support leaders, providing evidence new operating model was successful resulting in 10% higher than forecasted sales● Facilitated Change Management by implementing Workday HRIS for entire store, allowing managers to document succession planning, performance management, and hiring/termination. Data allowed for quantitative and qualitative analyzation and measurement of D&I hiring initiatives ● Advanced the leadership team’s capabilities in developing respective teams based on career aspirations, individual skills and experiences; promoted two Executives to Store Directors● Collaborated with leaders to build teams committed to continuous learning through ongoing observations and reinforcement of guest-centric behaviors● Significantly contributed to Human Capital Development, as store was recognized in the top 5% regarding new hire training and onboarding ● Strategically staffed each business unit via annual National Hiring Event. Accomplished 100% staffing goal each month during the fourth quarter

Supported all Human Resource functions of the second largest flagship location for Saks Fifth Avenue. Store sales were 30% above forecasted sales● Managed training, hiring, benefits, payroll, legal compliance and succession planning for 400+ employees● Conducted & resolved employee relations investigations, contributing to the creation of an open & collaborative culture● Ensured 100% of employees were compliant with electronic acknowledgements on policies and advised 18 managers on performance management, resulting in clear protocols and enhanced employee learning and development● Implemented 90 day assessment process, ensuring approximately 98% new hire success rate by effectively training managers on 1:1 check-in protocol and providing best practices on manager to direct report relationships● Organized award ceremonies recognizing top performers, resulting in increased team morale ● Developed and enhanced relationships both internally with stakeholders and externally across industries with vendors resulting in additional cross selling among all departments

Supervised the international flagship location & served as a Team Leader for guidance amongst Asian Region Managers● Managed location that consistently earned highest efficiency ratings out of four locations● Successfully hired, trained and managed ~144 multinational employees● Reduced shrink (loss) by 41% after re-training staff on customer service best practices● Successfully increased management retention through leadership training program, with content focused on business operations, conflict management, and best practices on hiring/retaining talent

Staffed, organized and managed the first concept location for Hollister, a premium brand of Abercrombie & Fitch● Responsible for 138 multinational employee hiring, training and management● Maintained 100% management retention rate (highest for the company)● Ranked first in overall store site scorecard efficiency in Asian-Pacific region● Partnered with Recruiting Team, Human Resources and New Store Opening Team to successfully complete staffing, new hire on-boarding/training and store setup within 3 months

Deployed existing store sites across the greater Eastern Pacific Region● Acted as a Team Leader supporting diversified, international teams across 8 geographical locations● Interim multinational manager of three stores ● Cross trained and promoted various company brands

Managed a team of 7 supervisors and all aspects of store operations● Obtained first perfect loss prevention audit score in district● Significantly improved store metrics, including standard of visual merchandise, reduction in shrink, daily operations, store experience, and staffing/efficiency of impact systems by coaching supervisors and providing clear goals

Trained a team of 3 managers and stockroom lead on day-to-day management functions● Networked quality staffing and management, which led to a promotion

Completed 10 week Manager Training Program focused on recruiting, talent development, business ops & HR best practices● Increased efficiency of impact systems saving the organization ~20K/year in overtime