• Develop and execute effective sales strategies to meet company goals.• Analyze market trends and adjust strategies to capture new opportunities.• Set clear sales targets and ensure alignment with overall business objectives.• Lead, motivate, and manage a team of sales representatives.• Conduct regular one-on-one meetings with team members for performance reviews and goal-setting.• Provide coaching, training, and mentoring to improve individual and team performance.• Develop and maintain strong relationships with key clients and partners.• Assist the team in closing complex sales deals and managing high-value accounts.• Ensure customer satisfaction and retention by addressing client needs and concerns.• Ensure proper documentation of sales activities in CRM systems.

• Supervises a HRBP and Coordinator while managing the HR Operations office.• Conducts weekly meetings with respective business units.• Consults with line management, providing HR guidance when appropriate.• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.• Provides HR policy guidance and interpretation.• Assists international employees with expatriate assignments and related HR matters.• Provides guidance and input on business unit restructures, workforce planning and succession planning.• Identifies training needs for business units and individual executive coaching needs.• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.• Issue procedures and work instructions, ensure implementation of measures, and maintain controls • Raise awareness, ensure regular ESH training and provide information about ESH responsibilities and duties • Ensure immediate notification and response, and initiate preventive measures in case of unsafe or polluting hazards • Demonstrate exemplary personal behavior in ESH and motivate others • Performs other related duties as assigned.

Responsible for the implementation and administration of Human Resources policies, procedures and programs established for Distribution Center Associates. Manages the day to day Human Resources issues and concerns in order to attract, motivate and retain a quality workforce. This position reports directly to the Human Resources Director (Distribution) and indirectly to the Vice President of Supply Chain Operations. Key areas of focus include recruitment, selection, training and development, employee relations, performance management, benefits administration, workers compensation administration, record keeping, reception, consultation and all HR administrative duties. Coaches store management on compliance with Citi Trends policies, e.g., selection/hiring, EEO, performance management, discipline, and other key Human Resource areas.• Serve as the key point of contact for both associate and management for all areas of HR policies and procedures.• Advise and support managers in resolving associate issues.• Respond to EEOC and regulatory complaints.• Identify issues; develop plans and counsel management regarding areas, which impact the distribution center from a cost or trend perspective.• Direct recruiting, interviewing, and selection of employees to fill vacant positions. • Direct new employee orientation to foster positive attitude towards company goals.• Represent the distribution center at personnel related hearing and investigations.• Investigate review and respond as needed to complaints of harassment and discrimination.• Knowledge of Federal, State and Local labor laws and regulations.• Provide effective coaching to management and hourly associates on varied HR issues and concerns.• Consult with management on associate relations and/or termination decisions at appropriate escalation levels.• Maintain a high level of confidentiality.• Work to reduce turnover by establishing programs which promote associate retention.

Responsible for developing the human capital necessary to support the achievement of the financial, compliance, and strategic goals of the business, positively contributing to the long-term success of the market, region, and company. Anticipates and addresses talent needs through strategic recruiting, staffing, and training. Motivates and retains existing talent by anticipating and responding to human resource issues as they arise as well as developing the leadership skills of Service/Support Managers, Assistant Store Managers, and Store Managers.• Coaches store management on compliance with Lowe’s policies, e.g., selection/hiring, EEO, performance management, discipline, and other key Human Resource areas.• Develops and implements a recruiting strategy tailored to the unique needs of the store/market and initiates actions to promote positive community relations.• Develops strategic workforce plans in partnership with the Store Manager and Market team, to ensure the right talent is being selected that meets the store’s short-term and long-term goals to drive sales and profitability• Manages all aspects of employee leaves by ensuring compliance with FMLA and tracking interdependencies in worker’s compensation, disability insurance, and the associated regulatory requirements.• Demonstrates effective conflict management and dispute resolution skills, with the ability to constructively confront delicate issues, manage and communicate change, and assertively advocate a position when needed.

Develop and execute a proactive recruiting plan that clearly outlines thorough understanding and knowledge of current hiring practices, recruitment strategies, and production trends. Provided HR engagement for employees by training and developing staff, monitoring staff performance, and counseling. • Manage contingent labor for large manufacturing and distribution facilities. By providing leadership to an upwards of 175+ employees at any given time. • Manage and grow relationships with stakeholders across the organization by demonstrating understanding for the client’s priorities, processes, policies and procedures. • Facilitate the selection process including: screening and assessing candidates, administering evaluations, conducting interviews and reference checks, and making hiring decisions. • Participate in client meetings, analyzes client needs, make staffing recommendations, and secures staffing requests. • Efficiency using multiple timekeeping systems such as People Net, Fieldglass, IQN, and Kronos. • Deploy and maintain temporary employee recognition and retention programs. • Help candidates succeed on the job via ongoing coaching, feedback, and development opportunities.

Promoted to fulfill a broad range of operational functions. This included training employees on operational processes, establish account management for new cliental, and proactively identify business growth opportunities within the district. • Train all new personnel on operational processes and establish new hire corporate training. Furthermore provide continual training and support staff with operational process issues. • Complete knowledge of client contractual agreements to ensure 100% compliance. Audit files yearly to ensure long term compliance. • Successively minimized Worker's Comp and Unemployment expenses by examining branch's claims. • Demonstrates understanding for the client’s priorities, processes, policies and procedures. Approve client and contract requirements are fulfilled. • Clearly communicate roles and responsibilities and hold employees accountable for delivering results. • Managed Fieldglass orders, payroll, and invoicing to ensure accurate documentation. • Develop client orientation/onboarding programs for contingent employees.

Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action, and managing HR records. • Directly managed contingent labor of 50 to 75 employees with no immediate supervision. • Manage the contingent workforce including, but not limited to, turnover, coaching, counseling, terminations, co-employment, sexual harassment investigations, and taking action as appropriate. • Coordinated client orientation and onboarding of new hires. • Evaluate client and employee satisfaction surveys and provide feedback to enhance service and productivity. • Participated in Job Fairs all over the Upstate. • Manage Worker’s Compensation claims. • Use Concur software for expenses.

Completed all office accounting functions including weekly payroll, employee adjustments, customer invoicing, and customer adjustments. • Analyzes monthly financial statements and implements strategies to increase profitability • Completed Unemployment claims to minimize expenses. • Managed Fieldglass orders, payroll, and invoicing to ensure accurate documentation. • Perform collection of outstanding accounts receivable. • Work with Support Center and Clients to resolve any billing issues.