Kevin Learn Email & Phone Number

Munich, Germany, DE

Paris, Ile-de-France, FR

• Oversee the retail HR operations for the United States. 80 retail locations, 26 states of operation, Wholesale Business.
• Oversee a team to include a HRBP and HR coordinator. Business partners to include 2 Retail Vice Presidents, 7 Market Leaders and 800 retail field employees.
• Work with the HR global function located in France to ensure execution of broader strategies within the US market.
• Develop and oversee national training plan with partnership from Senior Leadership team to include the CEO of North America.
• Oversee performance management and talent succession plan. Coach and mentor leadership team on talent definition and strategic talent planning. Build developmental programs.
• HR compliance: ensure federal, state and local laws are executed. Monitor all FMLA, ADA and workers comp processes. Partner with employment attorneys as needed.

New York, NY, US

• HR Director for an over $900M Metro District, with 11 full line stores, 3 Furniture Galleries, 3 Backstage locations with over 300 Executives
• Manage a team of 10 HR executive to provide a culture of HR excellence to over 4,500 employees
• Business partner and advisor to senior leadership
• Trusted confident serve as confidant for the district
• Succession Planning- Forward planning of benched candidates for Director level and above openings, by position and market
• Concentrate on the tracking and succession planning of executives from multiple locations throughout the organization

New York, NY, US

• Senior Business Partner for $160M location with 45 Executives and over 650 employees by always being a people advocate
• Provide guidance to management team for employee performance around coaching, counseling, career development and disciplinary action process
• Drive employee engagement by recognizing opportunity and working with management to develop action plans for solutions
• Manage and resolve complex employee relations issues including harassment, unfair labor practice and misconduct by conducting effective, thorough and objective investigations by bringing them to resolution aligned with.
• Foster team engagement by supporting Senior leaders with creating a fair and consistent work environment by investing in talent development
• Identify organizational development opportunities to address business needs by analyzing trends and metrics and sharing findings with Senior leaders and HR Centers of Excellence to develop solutions, programs and.