ANN INC.’s Human Resource function supports the company’s mission by continually striving to develop and grow a performance-based organization. The HR team works with leaders and associates to build engaging environments focused on clear expectations, support and investment, and reward and recognition. Rather than just solving problems and driving compliance, the HR function focuses on developing comprehensive solutions and measuring their impact on results. Strategic Business partner, supporting Regional Vice President and District Manager clients (100 stores, 1,850 employees across 17 states) with Human Resources initiatives and developing solutions to support the business to include talent management, performance management, compensation and salary planning, associate engagement, and organizational development & learningPartner with field leadership in critical markets to focus on succession planning to drive business and increase health of talentAssess HR data to identify trends, recognize success, share best practices and work with clients to build and implement action plans to improve employee engagement, development and retentionEnsure professional and legally compliant resolution of all day-to-day employee relation issues to include coaching, counseling, and recommendations for remedial actions as necessaryLeverage market travel with clients to gauge store culture, District Manager/Store Manager investment, target training, and networking.

Responsible for profitable growth of the district, territory and organization through managing of the employee lifecycle, human capital, talent building, succession planning and compensation/benefits processes. Serving in the position of a strategic business partner providing leadership for company wide initiatives, strategies and programs encompassing recruitment/hiring, employment, employee coaching and development/corrective action; counsel on complex employee relations matters; development and administration of effective employee relations programs surrounding development and retention. Ensure compliance of federal/state regulations and established company policies and procedures. Strategic business partner especially as change management agent.

Ensured employees were engaged with customers & utilized Care+ selling strategy for Solutions SalesUtilized the Performance Management Cycle to address business gaps and recognize performersResponsible for the training and development of 8 sales supervisors and 75 sales associates

Managed all aspects of store operating and administrative functions, including transaction processing, financial reconciliation, and expense management. Ensured store was staffed appropriately according to business demands, labor budget and guidelinesFocused on overall performance and SOP measurements, Customer Experience, Employee Retention

Logistics: Responsible for product flow and replenishment process of 37 million revenue store, ran 5 stock rooms ensuring efficiency and accuracy, hired and evaluated logistics teamHardlines: Responsible for all sales floor departments, handled all outside vendors, hired and evaluated sales floor team