Currently serving as design lead for Global Job Family Architecture & Compensation Design initiative that impacts 46,000 team members*Partner with external vendor, executive global leadership, and HR business partners to design job family architecture to support enhanced talent strategies, M&A activities, org. design, and people analytics capabilities.*Lead and influence diverse stakeholders across levels, geographies, business groups, & functions to ensure outputs are consistent and balance external perspective with organizational needs.*Develop and execute strategies enabling HRBPs & Total Rewards partners to drive work forward through education, training, and consistent communication.*Monitor and adjust project activities to enhance HR and Business experience, ensuring commitment to deadlines and outcomes.*Revisit & revise change management scope in Statement of Work to address pressing business and project needs.*Design and support execution of change management strategy to enable effective implementation, adoption, and sustainability of future state.

Most recently supported Customer Operations, Manufacturer, Replenishment, and Regulatory & Quality Operations, and Business Project Management Office within the US Supply Chain business unit. These teams are responsible for enabling the distribution of pharmaceutical and related healthcare products to and the customer experience for U.S. human and animal health providers including health systems, hospitals, clinics, veterinary practices, producers, and retail, specialty, and long-term care pharmacies. *Led 1 HRBP supporting 800 team members across the US and Lithuania*Drove creation and execution of organization design initiatives including - (1) integrating Quality & Regulatory operations team and capabilities into the US Supply Chain and establishing future state roadmap, (2) establishing & integrating global team to support readiness and execution of DSCSA, (3) integrating Customer Operations organization into US Supply Chain*Analyze pulse and employee data to partner with Sr. Leaders to design action plans that enhance the team member experience that prioritize development opportunities & support through change*Designed & implemented business-unit specific succession planning strategies that supported a DEI lens & assisted people leaders in successful identification and preparation of high-po talent*Led change management strategies for transformational/strategic initiatives including - (1) Customer contact center transformation, (2) Creation and roll-out of Remote Work Policies for US organization, (3) Initiation of Enterprise Data Governance policies to effectively manage & measure customer data, & Development of process, methods, & initiatives designed to enhance the Customer Experience*Represented team member experience and change impact during global HR transformation*Additional HRBP experience supporting Commercial Operations, Implementation, and Shared Services functions within Patient Services, Global Pharmaceutical Services business unit

*Partner with Sr. Resource Manager, HRBPs, Senior Business Leaders, and Legal to develop & execute innovative resource solutions across the organization.*Engage with Business & TA to ensure continued employment for high performing talent that encourages business continuity & satisfies compliance-related practices.*Notify & educate associates impacted by OD&S and provide guidance regarding redeployment and separation terms.*Collaborate with Sr. HRBP to create, initiate, lead, & measure evidence-based company-wide efforts to drive overall job satisfaction, organizational commitment, employee engagement, & org. culture education & enrichment (Quarterly Pulse Surveys, Focus Groups, etc). *Coordinate with third party vendors, Risk Management, & advise managers/associates on Workers' Compensation, OSHA, and Random Drug Screening practices/processes.*Assist Associate Relations Lead with Affirmative Action planning for organization & present findings to Executive Leadership Team and Group HR Leader.*Partnered with Sr. Resource Manager to create, distribute, and analyze Direct Placement Survey to measure effectiveness of & satisfaction with OD&S Process.*Part of cross-functional team to identify and educate associates on Core Competencies for Individual Contributor-Level Operations role within business. *Created 90-day + checklist for New Managers designed to facilitate critical learning and development opportunities re: organizational systems, processes, roles & responsibilities, and compliance.*Pull and analyze HRIS data to report on various HR metrics, including turnover rate, average employee tenure, & related performance management metrics.*Recommend new approaches, policies, & procedures to improve efficiency of the HR department and services performed.*Provide guidance to employees regarding HR policies & procedures

*Partnered with HRBPs and Operations Leaders to create plan and process for new organizational initiative aimed to add 100+ part-time associates across the Distributed Field Services and On-Site Managed Services Divisions of the BU by the end of 2017*Created and presented information to assist in change-management efforts to secure Hiring Managers and Ops Leaders buy-in for initiative*Created interview scoresheet and supporting resources targeted towards the efficient and accurate selection and assessment of part-time associates*Managed entire talent acquisition lifecycle (sourcing, phone screening, coordinating in-person interview with hiring managers, pre-employment check, and onboarding) for various IT positions*Provided HR Assistance to Hiring Managers regarding selection, on-boarding, training, and managing new part-time associates to ensure legal compliance and positive experience for all parties*Updated job descriptions and provided direction re: appropriate job boards to better target and attract qualified part-time applicants*Tracked and reported on initiative progress and recruiting metrics (time-to-fill, selection ratio, etc.) on weekly (and as-needed) basis to Hiring Managers and Ops Leaders

*Evaluated current recruitment process for tech and sales positions to determine more efficient and effective talent acquisition alternatives*Based on organizational-, functional-, and process-level analyses, recommend solutions and processes that add value*Developed support in the form of training, documentation, and success measurement tools to ensure the successful, turn-key implementation and continuation of recruitment intervention that included a Markov Analysis to assist in HR Planning/Forecasting, a Job Board Decision tree to "route" HR to more strategic Job Boards/sources of talent, and a survey to measure the effectiveness of the recruitment and selection process during a new-hires 30-60-90 day evaluation.

*Worked with Region 78 HR Advisor and recruitment team of three individuals to recruit and select employees for over 130 stores spanning Virginia, North Carolina, South Carolina, and Georgia*Built relationships with local universities and community colleges by attending campus career fairs and professional development workshops as Speedway representative to create talent pipeline for organization*Assisted in planning and attended in-store hiring events *Proactively source potential candidates using career sites like Careerbuilder.com, NCWorks.gov, and Indeed.com to reach out to passive job seekers and encourage them to apply to open store positions*Managed job postings for all regional retail store positions*Conducted phone screening interviews, background checks, and reference checks for candidates *Coordinated with Store General Managers and District Managers to schedule in-person interviews *Established relationships with local community colleges and universities to create talent pipeline for Region*Created HireVue digital interview for retail leadership positions, including Co-Manager Trainees and District Manager Trainees*Responsible for the recruitment and selection of three of twelve total District Manager Trainees within first three months of internship*Attended quarterly General Manager Assessments with Regional Manager, HR Advisor, and District Managers*Assist HR Advisor with Employee Relations issues (Performance Improvement Plans and Investigations)

During the Fall 2015 & Spring 2016 semesters, under the direction of Dr. Timothy Huelsman (IOHRM Program Director):*Wrote and edited articles for Industrial-Organizational/Human Resources Management program's (IOHRM) newsletter*Designed and created advertisements and bulletin boards using PowerPoint *Served as Student Liaison for the IOHRM Advisory Board*Aided in planning and coordinating of Advisory Board fall and spring meetings*Assisted in planning and coordinating of program’s Alumni Conference*Assisted in planning and coordinating of program's Accepted Students DayDuring the Fall 2016 & Spring 2017 semester, under the direction of Dr. Timothy Ludwig:*Assisted in creating the marketing strategy for the 2017 Appalachian Safety Summit, an annual conference that focuses on behavioral safety.*Designed and created marketing materials (flyers, email campaign, social media postings) that promote the Safety Summit*Designed and created Summit website using SquareSpace platform

*Managed team of eight telephone Customer Support Staff that provided professional development training for early childhood professionals through online or correspondence courses*Oversaw telephone and emailed support to students and ensured the meeting of staff and student needs by providing timely responses and troubleshooting issues*Assisted with selection process and conducted new-hire training for 12 new employees*Analyzed and re-designed the new-hire orientation/training process to ensure new hires effectively assimilated with company culture, and learned and transferred job-related knowledge*Created on-going training and professional development opportunities for staff designed to improve interaction with customers and increase productivity*Provided feedback to current staff members based on number of calls completed, number of student assignments graded, and adherence to company values for goal-setting sessions, partnering with HR to utilize performance improvement plans, when needed*Implemented and managed projects that utilized individual team members’ strengths and aligned with the company mission, values, and culture

*Recruited, interviewed, hired, and trained team of six employees*Implemented company policies, procedures and corporate directives while safeguarding from loss prevention *Monitored payroll and controllable expenses to ensure highest profitability and margins*Consistently achieved store sales goals and high levels of key performance indicators due to focus on store clienteling program that drove repeat business*Promoted individual sales achievements via product education, team selling, support, and contests

*Helped the Store Manager supervise and coach staff, recruit staff *Responsible for opening/closing operations*Maintained visual merchandizing standards*Helped to build and nurture a loyal client-base*Responsible for meeting sales goals *Continually and consistently exceeded personal sales goals and encouraged repeat-business from clients

*Was one of six stylists responsible for 6% of store’s net sales *Made and booked appointments to wardrobe and create and maintain lasting relationships with clients*Breadth and depth of brand knowledge, combined with strong marketing and stylist “merchandising” skills drove a loyal, repeat customer base*Experience in Women's Narrative, TBD and Men's Rail Departments

*Wrote pieces for online-publication geared towards college-aged women. Topics included health, wellness, technology trends and entertainment.

*Wrote stories for local women's interest magazine based in Chattanooga, Tennessee*Contributed to Departments/Sections including "So Petty"​ and "Suitably Southern"

*Assisted owner/manager with directing waitstaff, delivery drivers and kitchen staff, and taking care of customers at a local/neighborhood restaurant with loyal customer base. *Organized catering orders *Helped troubleshoot any issues

*Edited and contributed copy and stories to magazine centered around North Carolina lifestyle.*Published contributions include copy in "Agenda" section in October 2008 issue and a feature piece in December 2008 issue.

*Researched, copy-edited and fact-checked articles for one of Australia’s most popular magazines *Assisted with photo-shoots and organized “look book”

*Interned via Boston University's Study Abroad program at one of Australia's most popular magazines (under the umbrella of Australia's Better Homes and Gardens Division)*Fact-checked, edited copy, assisted staff