Guide and manage the overall administration of Human Resources services, policies, and programs for the Omaha Contact Center. Define and develop programs for both soft skills and systems training. Establish statistical measurement to ensure training programs were effectively aligned with business goals. Provide necessary education and materials to managers and employees including workshops, manuals and employee handbooks. Lead talent development efforts. Manage employee communication and feedback through such avenues as location meetings, suggestion programs, employee engagement surveys, newsletters, employee focus groups, one-on-one meetings, and engagement action planning. Lead recruitment campaigns, prepare the budget for the same and direct the HR staff to make sufficient arrangements. Investigate employee relations complaints. Formulate and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Monitor and advise managers and supervisors in the progressive discipline system of the company. Monitor the implementation of a performance improvement process with non-performing employees. Review employee appeals through the company complaint procedure. Supervise a team of 2 Generalists and Specialists in Human Resources and Training. In 2013 began a leadership role for the Workforce Planning team. Oversee the physical building (75,000 square feet) with regard to capital improvements, space allocations, security, cleaning and ongoing and preventative engineering services

Work as part of a collaborative cross-functional team that consisted of the District Manager, Loss Prevention and Operations leaders to ensure compliance with company strategies and to ensure store teams operated safe and profitable stores. Conduct investigations for harassment, discrimination and fairness charges at the store and district level. Effectively manage and resolve employee relations issues. Work with managers on progressive counseling actions including the approval of performance terminations. Manage the recruitment process ensuring it is consistent with corporate philosophies. Facilitate management training programs. Lead succession planning strategy for two districts. Guide development plan activities which would prepare district store leadership for consideration in the regional market. Analyze sales and payroll metrics and assist store management with the creation of staffing strategies that ensure the best placement of HR resources. Recruit, hire, train and manage HR Managers in 19 stores in a 4 state area. Mentor two high potential HR Managers to help prepare them for promotion to Area HR Manager. Mentor new Area HR Managers. Position required 75 to 80% travel.

Act as a key member of the store leadership team by driving successful strategies related to staffing, training and engagement. Resolve employee relations issues. Monitor turn over, analyze trends and created plans to address staffing issues. Raise awareness of diversity and develop recruitment methods to increase quality and diversity of candidate pool. Conduct New Hire Orientation. Provide Lowe’s policy and HR Law interpretation to management. Provide coaching to management on leadership skills, effective counseling and reviews. Manage compensation plan to ensure consistent and fair practices with promotion and hiring. Implement Lowe’s training programs to ensure that all store employees are trained to company and OSHA standards. Have the additional responsibility of being the District Trainer for all new HR Managers. Use PeopleSoft to manage personnel and training records, PeopleSoft Time and Labor for payroll and Staffworks for scheduling. Promoted to Area Human Resources Manager.

Recruit a portfolio of administrative, accounting and management applicants. Interview, test and reference check applicants. Devise and implemented a search plan for obtaining job listings and recruiting applicants. Assist employers with the development of job descriptions as well as appropriate salary and benefits compensation. Negotiated job offers. Speak to youth groups and community clubs about career options, career preparation and interviewing techniques.

Expand volunteer base by promoting March of Dimes programs, activities and fund-raisers to educators, service groups, health care providers and business leaders. Scripted the 1986 telethon in Wyoming. Implemented a pilot program for wellness education. Drafted press releases and was an active public speaker.