Steve Fox Email and Phone Number
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Human resources is about adding to the bottom line by supporting an atmosphere of productivity. My professional success has been based on the idea that employee counseling is not enough. Integrating HR into operations is essential, and my philosophy of treating operations and management as partners has been critical to providing real world results.I have implemented initiatives such as performance metrics, regular employee evaluations, succession management, career mapping, the emphasis of core values, and the tactical shifting of corporate culture. My methods have created positive momentum:• Increased revenue by as much as 40%• Decreased turnover an average of 45%• Created succession plans and clearly defined targets• Decreased EEOC claims and liabilities by an average of 30%• Aligned employee goals with the corporate culture• Increased efficiency, streamlined processes, and reduced operational congestion• Renegotiated benefit plans and decreased costs by 13%.Specialties: Human Resources • Budget Management • Forecasting • Employee Benefit Negotiation • Metric Design • Employee Evaluations • Employee Counseling • Performance Appraisals • Succession Planning • Liability Mitigation • Staffing Strategies • New Hire Training • Instructional Design
Starbucks
View- Website:
- starbucks.com
- Employees:
- 154126
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Senior Manager, Partner RelationsStarbucks Mar 2021 - Present
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Partner Resources ManagerStarbucks Oct 2018 - Mar 2021Las Vegas, Nevada Area
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Director Field Human ResourcesPacific Sunwear 2010 - Oct 2018Responsible for all 250 retail locations and 3250 employees. Direct management of personnel actions, employee evaluations, metric design, benefit administration, and recruiting. Primary strategies included the realignment of the corporate culture and the emphasis on long range employee development.• Reduced turnover by 66% with the implementation of a succession plan.• Achieved a 50% reduction in personnel costs.• Decreased employee relations calls 15%.• Saved $25,000 annually by instituting a pay-for-performance model. -
Senior Human Resource ManagerT-Mobile 2007 - 2010Represented human resource functions for the east coast division including 8 regional managers, 2800 retail staff, technical staff, supporting staff, and corporate staff. Repositioned HR as a true business partner to address high turnover and reduce personnel costs.• Reduced turnover by more than 50%.• Saved time by reducing recruitment efforts 40% and dedicating the time towards employee development.• Redesigned the on-boarding process and new hire training for a more effective and time efficient program.• Increased employee performance by “right sizing” the district manager’s direct reports. -
Human Resources ManagerThe Paradies Shops 2006 - 2007Administered benefits including medical, dental, life, and flexible spending accounts. Revised procedures for performance reviews, management incentives, and recruiting.Directed leadership development plans and oversaw merit increases, commission structures, pay grades, and bonus programs for executive, director, and management level associates.• Recruited and hired employees for 500 locations throughout the United States. -
Director Of Human Resources And CommunicationsFriedman'S Inc 2002 - 2006Retailer with 685 locations throughout the U.S. Progressive experience beginning as a Human Resources Manager, and ending as the Director of Human Resources on a national scale.Recruited by the V.P. of human resources during the corporate restructure to direct a cross-functional team consisting of members from all corporate departments.• Developed public and investor relations programs during bankruptcy proceedings.• Established a confidential ethics reporting system, resulting in the company becoming with compliant with the Sarbanes-Oxley Act. • Launched an integrated web based training program which resulted in a 200% increase in team member participation. • Increased production by 25% and reduced turnover by 30%.
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Director Of Human ResourcesKmart Corporation 2001 - 2002Provided human resource direction for 375 retail locations, and 12 distribution centers nationwide. Recruited, hired, trained for benefits, and managed employee relations. Facilitated leadership training and best practice sharing.Provided direct counsel to the president, CFO, controller, and vice presidents on all human resource issues. Met on an annual basis with the executive management team to establish a strategic direction and develop corporate goals and objectives.• Selected by the V.P. of Human Resources to relocate and manage the human resources infrastructure for 3,500 employees. • Successfully defended the company in EEO claims in North Carolina, New York, and California.• Implemented policies and procedures including termination, employee review, succession planning, and severance policies. • Revamped HRIS and integrated the training, recruiting, and payroll systems. -
Training And Development ManagerOfficemax 1994 - 2001 -
Assistant ManagerKfc 1991 - 2000
Steve Fox Skills
Frequently Asked Questions about Steve Fox
What company does Steve Fox work for?
Steve Fox works for Starbucks
What is Steve Fox's role at the current company?
Steve Fox's current role is sr manager of Partner Relations - Starbucks Coffee Company.
What is Steve Fox's email address?
Steve Fox's email address is st****@****mac.com
What is Steve Fox's direct phone number?
Steve Fox's direct phone number is +171441*****
What skills is Steve Fox known for?
Steve Fox has skills like Succession Planning, Employee Relations, Recruiting, Onboarding, Training, Retail, Hris, Hiring, Management, Performance Appraisal, Leadership, Leadership Development.
Who are Steve Fox's colleagues?
Steve Fox's colleagues are Amoy George, Elizabeth P., Rebecca Smith, Catherine Gough, Luis Raúl Palacios Roque, Chloe Morris, Corey Snyder.
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Steve Fox
It Operations And Service Delivery At Virginia State Corporation CommissionGreater Richmond Region7cscglobal.com, cox.net, yahoo.com, abc.state.va.us, hotmail.com, scc.virginia.gov, abc.virginia.gov2 (804) 3XXXXXXX
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1 (904) 4XXXXXXX
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