Lead an enterprise support function comprised of geographically dispersed resources, blending aspects of HR and Compliance with a focus on policy development, interpretation, and workplace investigations. Serving on influential committees with board reporting responsibility, including Enterprise Internal Governance committee, Enterprise Health and Welfare committee, and International Compensation Governance committee. Leveraging technology to align enterprise programs, processes, and procedures to core policies and the company’s purpose and values. Responsible for streamlining investigative services processes and procedures, through the incorporation of technology and data. Driving results that ultimately impact reductions in legal risk, enhanced employee engagement, and overall performance.

Lead an organization of 40 high-performing business partners supporting 18K team members across Prepared Foods, Commercial Sales, and Growth business units. Steer efforts around HR functions for over 40 manufacturing facilities in the U.S., and corporate-based organizations. ◼ Develop and implement effective HR strategies to align with business unit strategies, driving overall growth and success. ◼ Partner with Executive Leadership Team as an internal consultant, offering expert guidance on employee development, engagement, labor relations, and HR best practices to deliver world-class employee experience.

Lead a high-performing team of Strategic HR Business Partners supporting 14K team members globally across McDonald's, Commercial Sales, and Technology business units. Steer efforts around HR functions for 5 manufacturing facilities in the U.S., corporate-based organizations and tech centers around the world. Accomplishing business objectives through digital, strategic, and transformational solutions. ◼ Developed and implemented effective HR strategies to align with business unit strategies, driving overall growth and success. ◼ Partnered with Executive Leadership Team as an internal consultant, offering expert guidance on employee development, engagement, labor relations, and HR best practices to deliver world-class employee experience.

Reporting directly to the chief Human Resources officer with indirect reporting to the chief technology officer, chief finance officer, chief legal counsel,and chief customer officer respectively:serving as the CHRO for Global corporate functions including: Sales, Legal, finance, communications, and I.T. Divisions, leading a team of HR professionals ranging from associate directors, HR business partners, and Generalists located domestically and in international locations.Responsible for creation and implementation of the HR Strategy for corporate functions. Aligning the HR strategy to outcomes designated in the business Strategy.Supporting a population that spans the United States, Mexico, and India.Implementation of an organizational health mine sent through development of an organizational health scorecard, creating clear and crisp measurements in terms of goals, turnover, diversity, and other HR practices to establish real time measurement and reporting on organizational health.Simplifying HR, by creating solutions for anticipated business outcomes through engagement, Talent Development, Succession planning, Employee relations, job architecture, and leveraging cross Enterprise Communities of Expertise to execute strategies while pivoting to solve real time challenges. Growing business through diversity, inclusion, and equity programs focused around enhancing talent capabilities, and alignment to business results.

Serving as the CHRO/Lead HR Business partner for the sales division, leading a cross functional organization of HR. Generalists, Compensation, Talent Development, and Talent Acquisition.Designing and executing the Strategic Human Resources strategy for the Commercial Sales and Enablement function. Including Retail, Food Service, Ecommerce, Strategy, Revenue Management, among other direct Sales and Sales support areas. Built, implemented, and managed all processes and programs related to the Strategic HR function including Workforce management, structural alignment, talent development, executive coaching, change management, integrations, and acquisitions. •​Implemented a streamlined structure across the sales division allowing all leaders to have functional accountability, while gaining total division responsibility.•​Leveraged workforce planning data to develop and implement a talent strategy allowing for the accelerated growth of top talent, and growth in knowledge base of Subject Matter Experts.• Designed and implemented a headcount management strategy and process aligning headcount costs and SG&A to profit and sales.•​Implemented Customer Service organizational structure allowing for rapid response and geographic enhancements while maintaining balance of headcount.•​Designed and implemented Engagement and Change Management initiatives to enhance leader exposure, transparency, and create agile environments for career growth.•​Lead Change Champion initiatives for WorkDay implementation.•​Partnered with COE and Shared Services group leaders to roll out an HR Delivery model and HRBP/CHRO model supporting the Strategic HR function.• Redefined auto program to have clearer guidelines and audit cadence while providing an enhanced benefit to employees.

Launched start-up organization focused on consolidating HR services into on-demand service to employees. Built strategy and executed programs to enhance employee experience as well as provide on-demand access for help with issues related to payroll, HRIS, benefits, systems access, policy interpretation, and general inquiries. Provided key resources, playbooks, and integration plans for integrating acquisitions with internal payroll, benefits, and systems platforms. • Created KPI roadmap to continually measure and enhance services to employees. • Developed a streamlined intake process allowing employees to connect from desktop and mobile devices to provide all relevant information.• Reduced response time to employees by 33% and grew book of work by 300% without adding resources or tools.• Reduced escalation rates from 15% at inception to less than 5%.

Led team of HR business partners supporting corporate affairs and HR divisions. Maintained responsibility for development and implementation of HR strategies to support business initiatives, including cross-divisional implementation of performance management, Diversity, and employee engagement programs. • Implemented cross-divisional programs to enhance employee safety and engagement. • Simplified succession and talent planning efforts to focus on need, development, and readiness versus tactical processes. • Revamped existing HR team structure to better align with business. • Guided cross-functional teams responsible for aligning workforce to business objectives through design and implementation of organizational structures.• Transitioned HR processes to act as leader-led programs and communication vehicles versus HR tasks, resulting in greater engagement and participation from employees in HR programs.• Simplified HR resources to function as self-help driven, resulting in 50% reduction in calls to HR for tactical items.

Managed several HR initiatives, including restructures, employee engagement, succession planning, and talent development program. Maintained HR support for several distinct organizations, including labor relations, Walmart Services, and global compliance. Drove collaboration programs across HR, recruiting, and talent development to ensure cross-functional alignment on key compliance and Walmart Services initiatives. • Built and implemented a change management strategy for execution of new structure aligning Walmart Services closer to merchandising, resulting in 3% resistance rate during change process.• Conducted training for officers regarding strategic change in behavior focused around identification of champions and sponsors to gain greater alignment and support of structural changes.• Influenced leadership through targeted coaching to model desired employee behaviors. • Gained three-point increase in employee engagement scores through innovative training and development strategies.

Led several multisite support teams in areas of project and knowledge management as well as training and development. Built strategies to ensure knowledge management and training tools/resources allowed end-users to provide proper information to customers at appropriate time while maintaining keen focus on customer satisfaction. Developed curriculum standards to ensure instructor-led courses maintained continuity among facilitators. Designed quality-monitoring standards to drive standard behavior by agents, resulting in consistent experience for customer. • Established production standards for knowledge management to ensure proper application and logic for search terms, articles, and databases, allowing for enhanced usability by end-users. • Created and deployed measurement standards to evaluate effectiveness of curriculum.• Drove changes in facilitator behavior by enhancing facilitator skills in curriculum development and instructor-led facilitation.• Developed assessment programs to evaluate training both in class and after to validate objectives aligned with expected outcomes.• Reengineered customer-facing email-based responses to offer customers range of self-help options, mitigating bounce-back rates by 5%.• Developed monitoring standards and scorecards to ensure focus placed squarely on assisting customers quickly and efficiently while following procedural mandates.

Led team of recruiters focused on sourcing, identifying, and developing high-caliber talent to support business partners’ growth and staffing needs. Built and implemented several projects and programs to support customer needs while building programs to motivate and drive recruiter success. Developed sourcing strategies to support areas of high turnover. Identified, evaluated, and assessed tools to meet quality and productivity goals.• Led several recruiting teams in high-volume areas, decreasing time to fill, increasing customer satisfaction, decreasing third-party spend, and enhancing overall quality of hire.• Managed and designed programs to support recruiting initiatives, focusing on college, military, and chamber relations to support workforce planning goals. • Built and implemented college recruiting programs focused on exceeding hiring goals and increasing ROI.• Developed relationship programs with core colleges to support overall hiring needs, increasing hiring from core schools by 20%.• Created workforce planning model to establish forecasts for recruiting needs.

Built start-up organization focused on recruiting and building bench strength in company’s eastern divisions. Led team in providing recruitment and talent enhancement services to 1,700-plus stores. Facilitated 25% reduction in time to fill and year-to-date total of $1,200,000 in savings in headhunting and search fees. Led team of seven recruiters and two coordinators. Provided guidance on recruiting strategies for operations and HR business partners and direct reports. Assisted in building regionally focused business plans, illustrating ways recruiting services could support overall company business plan. Developed and implemented strong vision and mission. Evaluated recruiter performance versus goals and established business plan.

Provided HR generalist support to variety of areas, including corporate operations, pharmacy, and marketing. Acted as company change agent focused on leading teams to support restructure initiatives. Developed strategies to implement restructures. Led teams in organizational chart development, job validation, and evaluation. Developed and designed organizational structures for start-up ventures. Supported divisional VP and people director in implementation of people strategies. Interacted with all levels of employees and provided direction based on policy and interpretation of situational events. Provided guidance on organizational structure, succession planning, and compensation-related matters.

Oversaw development of recruitment strategies and strategy execution to support positions in government relations, public relations, legal, and HR. Provided consultative services and recruiting support to high-volume, high-visibility divisions, including public relations, legal, HR, and government affairs. Served as mentor to several employees, and assisted in building and guiding individual career paths. Trained recruiters in areas of cold calling and other direct sourcing methods. Assisted in development of job descriptions and organizational charts for rapidly growing division. Developed recruiting programs, assisting in raising internal equity and promoting diversity and inclusion.

Led recruitment and development of internal and external candidates primarily in call center and HR functions. Implemented talent management process. Played key role in call center restructure, resulting in salary cost savings of $250,000. Constructed and implemented measurement program, reducing overall turnover. Sourced candidates through variety of media, including headhunting, direct sourcing, advertising, and Internet and other media. Provided career counseling to internal candidates to help cultivate career paths. Worked with managers on developing programs to increase retention and reduce turnover.