Talk about leading in a complex world, at DriveTime we own the value chain from the purchasing the vehicle, reconditioning, retail sales and financing - we support our customers through the life of loan.

While we pride ourselves on rethinking and retooling the way people buy cars, a lot of effort goes on behind the scenes to make the customer experience more efficient!A place where you can think big, in a collaborative culture with endless opportunities!

At SiteLock, we understand that when a website attack occurs, it can feel confusing, overwhelming, and sometimes catastrophic. Don't worry, we're here to help! Let us walk you through the SiteLock experience and show you why over 12 million websites trust SiteLock.

If you’re looking to leverage your abilities to make a real difference – and real change in the health care industry – you belong at Banner Health. With facilities in seven western states, we’re committed to not only providing the finest care possible, but to advancing the way care is provided. To achieve our vision, we seek driven professionals who embrace change and who possess the passion and skills to make it happen.

What’s the biggest challenge that retailers face? Is it heightened consumer expectations, shrinking margins, voracious competitors, or massive technical and logistical complexities? The answer is all of the above. That’s why retailers and brands need an experienced partner to help them deliver a seamless online, mobile, and in-store shopping experience that also drives business results. Radial is that partner. Our #1 ranked omnichannel technology solutions, decades of commerce experience, and global operational footprint transforms these challenges into ways to delight customers.Radial partners with leading retailers and brands across the globe, with any web store, to help them simplify their operations and solidify results. For them, and for you, that’s what it means to be commerce confident.

Five Below, Inc. is the leading retailer of trend-right, extreme-value merchandise to the teen and pre-teen market - all for $1.00 to $5.00. Five Below's dynamic assortment of merchandise includes everything from sporting goods, games, fashion accessories and jewelry, to hobbies and collectibles, bath and body, candy and snacks, room décor and storage, stationery and school supplies, video game accessories, books, dvds, iPhone® accessories, novelty and "gag," and seasonal items. Five Below combines exceptional value with trend-right, quality merchandise in a vibrant shopping environment. Five Below was founded by David Schlessinger, creator and founder of Encore Books and Zany Brainy along with Tom Vellios, former CEO of Zany Brainy.

Dollar General Corporation has been delivering value to shoppers for 75 years. Dollar General helps shoppers Save time. Save money. Every day!® by offering products that are frequently used and replenished, such as food, snacks, health and beauty aids, cleaning supplies, basic apparel, house wares and seasonal items at low everyday prices in convenient neighborhood locations. With more than 11,300 stores in 40 states, Dollar General has more retail locations than any retailer in America. In addition to high quality private brands, Dollar General sells products from America's most-trusted manufacturers such as Clorox, Energizer, Procter & Gamble, Hanes, Coca-Cola, Mars, Unilever, Nestle, Kimberly-Clark, Kellogg's, General Mills, and PepsiCo. For more information on Dollar General, please visit www.dollargeneral.com.

Opening 105 Dunkin' Donuts restaurants within 16 counties of Western PAResponsible for overseeing operations for 25 restaurants as well as planning and executing all aspects of new restaurant openings.Lead a network of 500 employees including 2 District Managers, Corporate Trainer and 25 Restaurant ManagersDesigned and implemented New Restaurant Marketing plans for over 25 restaurants and outperformed sales targetsManaged LMAP for advertising fund including radio, TV and print strategyPartnered with local vendors to ensure messaging was consistent and accurate throughout the marketTrained and developed 15 Local Store Marketing CoordinatorsCreated and implemented all new programs including Dunkin' Birthday Parties and cateringDesigned and implemented New Restaurant Opening Training plan and executed successfully for 15 current restaurantsHire and develop all Restaurant Manager candidatesAnalyze network P&L statement weekly and monthly to ensure positive cash flowOversee network maintenance program for all facilities and equipment managementManage all aspects of pricing study and management for restaurantsCreate and implement all marketing strategy for the network as well as Local Store Marketing plans

A non-profit organization that educates young and young thinking people about the benefits of building a life and family in Pittsburgh. A focus on civic engagement, membership and social connections, PUMP is an organization that ensures Pittsburgh and the greater region prosper.

Council Award Winner, October 2007)Responsible for managing and providing HR direction for corporate employee base throughout Midwest region, as well as serving and facilitating HR practices for over 250 Franchisees and 800 Dunkin' restaurants.Created and managed Succession Planning process for cross-functional teams including operations, development, construction and marketingDesigned and implement recruiting and retain strategy plan for Franchisees including Branded Employment Message (Opportunities Brewin')Implement team member and manager benefits program for all employees of the Franchisee community nationallyCreated and implemented standardized job profiles for all positions both for the corporate Dunkin' employee base as well as the Franchisee positionsManaged compensation plans for executive team within the organizationFacilitated performance management process for cross-functional team

Responsible for managing and providing all HR and Training direction for over 140 restaurants in the Central Region. Supervised (2) Recruiters, (2) HR Generalists, (2) Regional Training Consultants and the Culture, Diversity and Language Consultant.High volume recruiting for Staff, Management and Crew; responsible for development of recruiting strategy including college recruiting plan, community networking, media purchase and creative design of print layoutPartner with operations to explore opportunities for team member development through the utilization of Transition Development - internally designed training tools to provide talent assessment and development plans for high potentialsDeveloped Talent "People Planning" Reviews for all markets including completion of manpower plans for 6 - 12 months planning of people needs and promotional developmentDeveloped and implemented Employee Selection Process for regionManage and set up action items for region to implement strategies to decrease turnover and create a positive company cultureProvided guidance and management for the compensation planning process for staff and managementDrive performance review process to accurately assess talent, ensure consistency, fairness, timeliness and effective utilization of payroll to maximize budgetTriage and successfully resolve major employee relations issues; partner, coach and guide management on dispute resolution and ER investigationsOversee roll-out and implementation of all training (both operational and developmental) programs (including new menu item roll-out and training of procedures)Partner with operations to develop and execute strategies for new store openings and all procedural updatesDesigned quarterly crew incentive program for region to increase productivitySuccessfully conducted unemployment hearings, completion of all responses for EEO claims and managed all worker's compensation management for claims

Managed all aspects of the "people" business; including payroll administration, benefits administration, office/facility management for all divisions of the organization. Provide oversight for payroll administration for over 300 employees including union and non-union payroll regulationsAdministration of four (4) union contracts and manage relationships with union contacts and personnelResponsible for cost analysis of all benefits package, open enrollment and benefits administration (401k, medical/dental, disability, worker's compensation, EPLI); conducted all audits and completion of 5500 annuallyDirected, organized and executed full life-cycle recruitment for all management positions Managed on-campus recruitment program and implemented Intern Program and received grant from UIC for three (3) semestersDeveloped company handbook and ensured compliance with company policies and proceduresCreated organizational structure to implement strategies for compensation management and annual bonus processWorked with Chairman to design succession plans for key positions in organizationWorked with senior staff to develop manpower plans for all new assignmentsDesigned safety training plan for all locations including the development of eight (8) safety modules and Safety Committee and trained over 85 union EngineersWrote and implemented Drug Free Workplace policy and proceduresProvided training for all management staff on concepts of sexual harassment, equal employment guidelines, workers comp safety and FMLAManage Salary Administration Program and Management Development Program for all exempt employees; oversee annual review process for all hourly employeesTrain and coach management team on all Human Resources and compliance issuesParticipated in union contract negotiations and handled all grievance processesDeveloped management/hourly job descriptions, maintained company organization chart

Partner with field offices to discuss hiring strategies and division goals; manage Succession Planning process for all locationsCoach and counsel management on employee performance issues, investigations, performance management and development plans, and terminationsExecute complete hiring process for new employees: Source candidates, interview, conduct reference and background investigations, present and negotiate employment offers, and follow-up for retention analysisManaged cost per hire, turnover analysis and staffing plansDeveloped and implemented first management succession plan for region; the process was designed to incorporate HR planning as part of district forecasts for new business projectionsIdentified regional training needs and identified managers ready for promotion and/or performance management; created development plans for managersCreated and maintained divisional Affirmative Action PlanManaged college recruiting plan with "partner" schools (i.e. Purdue, University of Minnesota, Cornell Hospitality)Responsible for administration of worker's compensation program, including Return to Work program and Safety Champion programDelivered region specific management training at both District and Region staff meetings on HR issues that aligned with and supported corporate and division strategiesEnsure compliance with FMLA, OSHA and other guidelinesManaged union contracts for Midwest region, including all wage guidelines and union grievances