● Designs DEI program initiatives and collateral for the North American sector of the enterprise for education, implementation, and engagement of brand leadership to influence improvements that foster an inclusive and equitable culture.● Collaborates across the enterprise to strategize, curate ERG mobility, forecast brand DEI needs, measure progress of DEI initiatives, and implement cultural changes at all levels of associates.● Leverages Executive relationships to ensure that brand business goals include an investment in the pursuit of Corporate Social Responsibility and ESG, a commitment to the intentional work of leadership equity and that there is understanding the changes externally and internally demonstrate our purpose and mission.● Partner to Executives, Senior Leaders, and Field leadership to ensure fluidity of communication, participation, and behavioral implementation across the enterprise.● Oversees the maturation of brand ERGs and proposes the annual budget for ERG community events, non-profit partnerships, and plan fundraising initiatives to engage internal and external partners.● Facilitates formal trainings, provides executive coaching and informal DEI and wellness forums for all levels of leadership cross departmentally to remedy their business and team needs.● Strong background in analyzing diversity metrics and reporting progress via DEI dashboard that measures program successes and opportunities through data analysis of formal and workshop surveys, HR data points and equity initiatives.● ● Attends and speaks at DEI Webinars and conferences to learn new ways of embedding equity into our leadership and operational practices. ● Owns the training, coaching, and collaboration with the HR team on monthly DEI educational topic for their support and coaching across divisions. ● Business partner and liaison with our EAP partner SupportLinc to facilitate trainings, introduce inclusive health benefits and digital health resources for the brand.

• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. • Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention. • Develops organization strategies by identifying and researching human resources issues; contributing information, data analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.• Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, safety and health compliance, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.• Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.• Supports management by providing human resources advice, counsel, and decisions.• Facilitates professional development, training, and certification activities for direct reports and their staff. • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines.• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

My passion is helping people find their way to success by coaching and mentoring them to use their knowledge, relationships and resources to create a positive experience for customers, a career developing experience for their team and a leader defining journey for themselves. At Old Navy, I focus my time and energy on providing inspiring coaching and guidance to business partners that result in improved leadership performance, more thought-provoking planning to drive a profitable business and a clearer perspective on how their behaviors influence the overall execution of daily business operations. I am the direct contact for talent selection and promotion, performance management, training plan creation, development plans (succession planning), compensation, benefits, Employee relations investigations, health and wellness of the team, employee engagement efforts, leadership development, Internal workshop training and community involvement.

• Report directly to the Regional HR Manager and Country HR Manager in NYC US Headquarters, partnering with the Sales, Visual, Marketing, Leasing, Security and IT departments while managing a team of 3 HR professionals supporting up to 60 stores, 200 Managers and 2,000 employees. HR Leader for GA, AL, TN, SC for a $22BB, Global clothing-retail company. H&M and its associated brands operate in 62 countries with over 4,500 stores and over 150,000 employees globally.• Main point of contact for all employee/labor relations, succession planning, recruiting executive and senior level talent, performance management, Training overview, workshop training and expansion planning.• Lead HR projects that resulted in 8% reduced regional leadership turnover, 10% increase year on year in internal promotions, 44% decrease in spending on expansion training, and employee engagement. • Lead 3-month District and Regional launch of the new online training and development program GROW, in 122 stores. • Developed Financial Literacy, Operational Efficiency and Sales Forecasting workshop for New Markets resulting in stronger sales results and brand operations.• Lead In-Store Recruiter program launch for 60 stores resulting 15% lower turnover, a 7% increase in sales and better GPTW leadership and morale results. • Collaborate with Country executives, Region, District and Stores for HR plans, control of HR budget and future expansion prospects and rebuild planning.• Present results weekly/monthly/quarterly to Regional team on Employee Relations matters (investigations, performance reviews, etc.), HR KPIs, Recruitment SWOT and expansion updates. • Trainer of 5 leadership workshops.• Manage Organizational Development for expansion markets to determine talent needs by market through planned Recruiting events for Regional, District and Store level career opportunities.• Oversee Benefits and compensation correspondence to stores, which resulted in higher benefits enrollment.

Responsible for all Recruiting, Onboarding, Training and Development efforts in the District with existing stores. I helped secure all overhead positions through active recruiting and use of recruitment software. Coordinated the onboarding process with District trainers after Orientation. Oversee the training progress and ensure that each trainee has a development plan after training. Partnered with District team on all succession planning for each store and new stores.• Report up to Regional HR Manager, over ROTD (Recruitment, On-boarding, Training and Development) managing a team of 28, supporting up to 1,500 employees across multiple departments including Sales, Construction, Loss Prevention, Visual, and Training.• Developed Quarterly HR Newsletter resulting in positive district competition for recognition of achievements in Recruitment, on-boarding, training and development.• Lead District ROTD conference calls resulting in cross-Regional networking, partnership in Recruiting events and sharing ideas and best practices.• Main point of contact for all recruitment planning and training, on-boarding in groups and new markets, training coordination and overview and development in each store for every employee which resulted in my district being awarded for Best People development (2009, 2011) and Lowest Turnover (2011).• Created and executed strategic recruitment plans for District and Store level careers, Coordinated workshops and training classes for staff/manager development that decreased turnover to < 20%.• Developed 5 internal recruiters to assist with recruitment projects, follow up on Succession plans and their District training calendar to align internal promotions with quarterly growth goals.• Planned, coordinated and hosted in over 40 professional recruitment events resulting in the selection of over 75 new employees at various career levels.

Drove daily sales goals and operational tasks through leadership and leading by example. Oversaw planning, scheduling and execution of all brand(commercial/visual) changes. Secured all recruitment and training of new hires. Credit Captain of District.