~Lead operational project implementation team responsible for design and implementation of ServiceNow, HR Employee Center Portal, Virtual Agent and Ticketing and Knowledge Base. ~Partnered with ServiceNow development team and internal HRIS, IT and COE leads to ensure company requirements were captured and developed to deliver a world class employee experience. ~New platform enables exceptional employee self service opportunities through knowledge management, ticketing, and virtual assistant. Developed strategic relationships with all COE's and served as Functional Lead and SME during implementation and UAT testing.~Implementation resulted in reduced HR ticket volume of 30%+ with a 10-point NPS improvement.

~Lead the company's COVID-19 functional response through implementation and process improvements related to case management and employee safety during the pandemic. Designed and implemented processes to ensure consistencies in reporting, quarantine & isolation requirements, contact tracing and cleaning while consistently enforcing company policies and procedures in a rapidly changing landscape. Worked in lock step with Real Estate, Legal, and HR Leadership to confirm the team was in line with the most current CDC guidance and able to respond quickly to employees and manager inquiries and requests for support.~Trusted advisor and business partner to business leaders and employees for employee relations issues across all business units in the US, accounting for approximately 16,000 employees as part of the employee relations COE. ~Responsible for conducting and resolving fair, prompt and impartial investigations of employee’s ethical, misconduct or business practice concerns and advise leadership on appropriate resolutions.~Review, approve and coach leadership on corrective action documentation and performance improvement plans and train/coach leaders on effective performance management strategies. ~Partner with leaders to advise on various requests for guidance and coaching related to employee relations issues and influence decisions to ensure alignment and consistency with business strategies and HR practices. ~Partner with employee relations advice attorneys on complex issues to ensure alignment and consistency across business units and functions when required prior to issuing guidance to the leadership. ~Coach leaders during annual performance appraisal cycle on drafting effective performance reviews and implementation of action plans and hear and resolve performance rating disputes from employees.

~Develop and write this small business’ employee handbook, essential HR policies and procedures, job descriptions, employee training and on boarding plans and performance appraisal system. ~Strategically partner with company owner and leadership to incorporate company core values into HR policies and procedures, job descriptions and training and development plans.~Ensure that procedural policies are accompanied by the necessary supporting documents and templates to enable a seamless transition to new processes and procedures. ~Coach leadership in performance appraisal drafting and delivery incorporating SMART objectives and core competencies into appraisal design.

~Managend employee relations issues, recruitment, retention, succession planning, and high potential employee identification and training and development. ~Continuously engaged with plant leadership, staff and hourly workforce to develop meaningful relationships.~Managed multiple continuous improvement project teams following the Six Sigma model resulting in validated cost savings in excess of $100,000.~Developed and implemented employee engagement action plan, tracked and reported progress and completion of action items identified from annual employee survey.~Provided operations leadership team continued leadership development regarding employee relations, progressive discipline, performance management and training and development. ~Maintained HRIS database and delivered accurate monthly reporting of key site metrics and delivered monthly update to site and Region leadership. ~Managed job posting system, talent acquisition and on-boarding for all hourly and professional job positions.~Maintained affirmative action plan reporting for the site.

~Provide support for Region HR business partners as a point of contact and resource for systems support and to accomplish region goals and initiatives. ~Maintain accurate monthly reporting of key HR metrics for the region.~Manage the Region's AAP compliance reporting and other administrative functions.~Build and maintain strong working relationships with site HR teams and Region staff.~Act on main HR representative for employees at the Ontario, CA site.

~Effectively managed store operations, and developed and implemented sales initiatives for a high volume retail store, growing sales and gallons year over year.~Built and maintained strong working relationships with customers, staff, district management, and peers.~Provided leadership through example with solid work ethic, and open, positive, and consistent communication and follow through. ~Recruited and trained Manager Trainee candidates, taught company goals and objectives, and promoted high-level job performance.~Effectively managed time to assure that personal and company commitments were kept.

~Responsible for sourcing and recruiting talented college graduates in the Pacific Northwest and Northern Plains area which includes: Alaska, Washington, Oregon, Idaho, Montana, Wyoming, North Dakota, South Dakota, and Nebraska.~Build and maintain brand recognition on college campuses and with student organizations through classroom presentations and attending recruiting events etc.~Work side by side with Human Resource Managers, District Managers, and Division level personel to implement and develop recruiting plans and initiatives.~Maintain administrative duties and required record keeping policies pertaining to recruitment.~Work with new hires at the store level through the onboarding process and maintain a connection moving forward as a resource for management and development needs.

~Assisted in the management of all aspects of the operation of a retail paint store. ~Achieved sales of over 4 million/ year. ~Responsibilities included staff management, talent development, performance appraisals, client relations, inside and outside sales, accounts receivable/ payable manager, credit manager.

The Paint Stores Group (PSG) Management Training Program is designed to provide you with all the skills necessary for a successful career in management and/or outside professional sales. The Program includes self-study modules, structured on-the-job training, classroom instruction at the regional training facilities, as well as ongoing education throughout my career. Training topics include: paint and associated products, customer service, professional sales and marketing, credit and accounts receivable management, human resources management, profit and loss and merchandising management.

Responsible for assisting customers in person and over the phone by determining needs and presenting appropriate products and services. This involves ensuring that sales transactions are completed accurately, maintaining accurate work order files and formulas, pulling appropriate products from the sales floor or warehouse, and tinting and mixing them to customer specifications. Also stocked shelves and set up displays, cleaned store equipment, and loaded and unloaded trucks, assisted in making deliveries as needed.