Strategic HR business partner with Regional VP and their leadership team to drive business initiatives through proactive business-focused HR programs. Overall responsibility for employee relations, management of recruiting and staffing, succession planning and bench strength, training support, operational issues/strategic planning, safety, workers compensation support and special HR projects for 18 facilities across the Southeast region. Act as first line resource to managers and employees on human resources issues and partner with them to implement solutions. • Interacts closely with the regional management team to understand management talent and provide strategic direction with the RVP to develop and acquire talent in the region. • Coordinate and/or deliver training programs that will increase the productivity and career progression within the region as well as provide input for corporate wide programs. • Responsible for Succession planning and performance management programs. Manage the annual Talent Review, Performance Review compensation review processes to ensure consistency and quality in driving regional and corporate initiatives. • Work closely with the Labor Relations group on collective bargaining agreement compliance and work stoppage contingency planning if needed.

Provide day-to-day support and counsel to nine facilities across the Great Lakes region in the areas of employee relations, talent management, compensation, policy interpretation, and employee development. Act as first line resource to managers and employees on human resources issues and partner with them to implement solutions. Work with managers and their teams to assess needs, and develop and implement appropriate plans to increase employee engagement and drive organizational performance. • Educate leaders on talent management strategies, development opportunities, succession planning, compensation planning, and policies/procedures. • Lead HR program roll-outs for regional locations. Assess effectiveness of HR practices and actions. Look for opportunities to improve programs and provide training that will yield better performance or results.• Attended the Women's Foodservice Forum in Orlando, FL in March 2015.

Senior leader/manager of operations responsible for the Outbound/Shipping Department of a 1.5 million square foot, multi-shift regional distribution center that services 70+ stores and processes 30 million cartons a year. • Led a balanced business focusing on operational excellence, budgetary performance, talent management & development, and overall culture & engagement for leaders/managers and team members.• Led 6-8 exempt leaders and 90+ non-exempt team members directly, and 40+ exempt leaders and 300+ non-exempt team members indirectly.• Responsible for recruiting, developing, and retaining a talented diverse leadership team by being actively engaged in developmental assessments, exercises, coaching/teaching, and succession planning.

HR leader for a regional distribution center with 45 exempt and 400 non-exempt team members. * Maintained strong employee relations and engagement culture, coached and developed the senior leadership team, organized & executed hourly staffing, and facilitated exempt staffing. * Coordinated, trained, and ensured consistency with regard to counseling and corrective action, and served as key resource for policy and procedure clarification and interpretation to both leadership and hourly staff. * Assisted senior leaders/managers in planning, executing, and tracking professional development programs.* Interim HR Manager (06/13 - 10/13). Supported an exempt leadership team of a General Manager, 6 Senior Group Leaders, and 45 Group Leaders. Advised the General Manager and senior leadership team on issues related to leader development, succession planning, employee engagement strategies, employee/labor relations and policy issues, and direct management of HR department. * Proactively coordinated, managed, and expanded the building’s campus recruiting program within the Ohio State University (OSU) and Miami of Ohio universities to meet and exceed intern hiring goals and full time conversions, and assisted another distribution center to achieve their goal. OSU’s Fisher College of Business recognized Target for “Outstanding Contribution Towards Diversity Enhancement.”

HR leader for a regional distribution center with 50 exempt and 500 non-exempt team members.• Directly supervise and manage performance of three HR Technicians; provides coaching and development feedback• Collaborate with leaders and HR Technicians to ensure consistent and appropriate execution of processes that impact team member culture and/or carry legal risk including but not limited to termination processing, coaching, team member reviews, training (termination processing, team member reviews, training expirations)• Drive operational business results through HR strategies and partnerships • Successfully lead execution of best practices, new programs, and cyclical processes to drive continuous improvement amongst building• Key partner to senior and mid-level managers; engages in strategic conversations to proactively identify and solve talent, culture and business gaps; consults and guides senior managers in utilization of talent management tools and routines • Recognize, coach and provide meaningful feedback through active performance management• Own team culture strategies for departments that drive continuous improvement and align with building strategies to develop engaged team• Analyze and act on reports and Distribution communication tools to identify trends and drive business results• Coordinated, facilitated, and ensured consistency with regard to counseling and corrective action, and served as key resource for policy and procedure clarification and interpretation to both Management and hourly staff.

* Managed 80 personnel, an annual operating budget of $15 million and equipment totaling $25 million.* Rated in the top 15% of officers by the brigade commander.* Awarded the Bronze Star Medal for exceptionally meritorious service and achievement in combat.

* Principle advisor to the Battalion Commander on all personnel and administrative matters for 570 Soldiers. Led a team of eight personnel on the accurate and timely processing of evaluation reports, awards, promotions, assignments, separations & eliminations, pay inquiries and all other administrative actions.* Developed and implemented policy & procedures for the human resources/personnel management section of a newly formed battalion to integrate more than 300 new Soldiers. * Increased administrative and personnel process efficiency by 80%.

* Managed 14 personnel and a budget of $30 million while maintaining the highest readiness level of proficiency as an aviator during Operation Iraqi Freedom I. * Planned, organized, and coordinated the logistics training calendar and events for a battalion of 583 Soldiers, 32 rotary-wing aircraft, and 131 tactical vehicles totaling over $150 million in equipment.* Supervised a flight detachment detailed to provide continuous aviation support to the Division and Assistant Division Commanding Generals; expertly coordinated missions to high risk locations throughout Iraq.