In this role, I oversee Corporate HR, Payroll, Total Rewards (Compensation, Benefits, LOA), and HRIS COE functions. Spearheaded multiple implementations impacting benefits enrollment, employee app, and HRIS systems.• Rendered consultancy on various aspects of HR Operations to improve diverse operational and financial efficiencies.• Participated in the overall management of over 11,000 employees and contributing to the overall achievement of established KPIs as a member of the executive team.• Facilitating as HR subject matter expert to solve business problems and execute Company-wide HR Operations initiatives.• Managed a Shared Services team of 23 individuals responsible for the effective and consistent coordination, implementation, and workflow of HR processes and employee service.• Steering Committee member advising and overseeing implementation of Ceridian dayforce that encompassed time & attendance, core HRIS and payroll modules.• Implemented company reorganization in Fall 2023; the initiative will generate projected savings of $4M annually.• Developed PowerBI reporting designed to provide storytelling of HR analytics on key performance indicators.• Oversaw decision making on benefits and compensation strategies utilizing surveys and benchmarking companies of similar attributes.o Generated $900K worth of cost savings in medical benefit plans for 2023. o Negotiated flight and travel benefits for frontline workers with four airlines.o Implemented formal job architecture structure.o Managed annual merit and bonus processes for over 4,000 eligible employees.• Designed an authored SOPs for payroll processing and HRSSC operations. • Lead, advise, and support all HR areas including talent development, policies and procedures, performance management, engagement, discipline, and terminations for corporate locations in Virginia and North Carolina.

Highlights of my accomplishments include:In this position I overhauled the talent acquisition process. I also focused on the centralization of the call center and the hiring practices to efficiently facilitate the recruitment activities. In this role, I built strong relationships with the hiring managers and navigated through organizational pushbacks during the change management process.• Championed the bulk-hiring of 12,500 resources post-pandemic while curbing the attrition rate at 97%. This was achieved by deploying lucrative compensatory packages.• Reduced onboarding costs by $100K and improved time-to-hire, from 10 days to 4 days, by streamlining the drug/covid testing process. • Leveraged recruiting solutions and tools such as Text-2-Hire to secure access to new candidate pools.

Highlights of my accomplishments include:In this position I managed a team of 14 onsite HR Managers and extensively collaborated with the Talent Acquisition, Total Rewards, and Training & Development COEs. • Designed “Connection Points” – a virtual on-boarding solution for salaried employees across the U.S.• Rolled out a voluntary leave of absence program during the start of the pandemic. • Deployed a performance improvement plan aligned with the values of the company.

A leading retail grocery store owned by The Kroger Co. in the Pacific Northwest with annual revenues of $1B. In this role, I led by example to instill core company values and expectations and provided expert provision of division-wide talent and development operations. I also piloted full lifecycle project and change management focused on diversity, inclusion, and novel IT adoption to drive success.

In this role, I supervised 5 direct reports and catalyzed total rewards efficiency and ROI by executing and implementing multi-faceted programs, policies, procedures, and KPIs. I also collaborated with finance and HR teams to manage payroll processing and compensation management.

In this role, I partnered with the Administration/Total Rewards Manager to administer, educate and communicate Company policies and procedures. In 2015, a key initiative that I focused on was our payroll conversion from JDE to KERMIT.

Oversaw HR initiatives for 24 locations comprising 3,400 associates distributed throughout Phoenix and Northern Arizona. Teamed with Senior Leadership and Store Management to ensure compliance with CBA agreements and Associate 1st Objectives. Routinely partner cross-functionally with Senior Leadership, District Management, Store Management, and HR Team to accomplish goals and objectives. Partnered with District and Store Cultural Councils to support inclusion and diversity-within-the-workplace initiatives.

Oversaw full-cycle recruitment, hiring, and on-boarding of Pharmacists to support ambitious staffing plans for 121 locations. Followed-up with contacts for open positions. Monitored new store openings and participated in succession planning activities.