Stuart Whitman Email & Phone Number

Houston, Texas, United States

Implement and deliver talent development programs, primarily focused on leadership & professionalskills for supervisors and managers as well as advanced learning content for Watco University. Collaborates with talent development team members, People Services Managers, and business stakeholders to facilitate Watco University Training programs though the application of a variety of instructional techniques such as role playing, team exercises, group discussions, videos, and lectures at multiple locations.Develop and update synchronous curriculum and collaborate with subject matter experts to connectasynchronous learning materials to synchronous learning lessons.Develop and support the development of asynchronous content.Conduct classroom training and integrate with diverse, real-world, business-specific situations to drivelearning outcomes.Assess effectiveness of development programs through a variety of short- and long-termmeasurements and levels to inform improvements and content revision.Actively track timeline and deliverables for projects laddering up to the overall learning &development roadmap.Develop and implement adult learning methods in the classroom and during curriculum design.Partner with the people services team to recommend and develop employee engagementprograms and activities that enhance team member experience.

Greater Houston

Human Resources Director responsible for 11 markets with over $6 billion annual sales volume, comprised of 126 stores and over 17,000 employees, within the states of TX, LA, and MS. Lead a team of 11 HR Business Partners who supported and provided consultation at the Market level to deliver business results through people strategies. Identified and capitalized on organizational capabilities by aligning strategy, culture, practices and behaviors in order to drive performance, values and creates a meaningful work environment.Developed and ensured that organization design was aligned with strategy and vision by assisting management in setting human capital standards regarding compensation planning, performance management, job descriptions, career paths and succession planning.Provided leadership development coaching for supervisors and managers by preparing leaders for talent review discussions and facilitating quarterly talent check-in meetings to ensure business follow through on talent commitments and strategies.Consulted with business leaders to initiate change that is needed, understands the impact of the change and implications, and designs the processes and systems to sustain the change.Partnered with business leadership in the development of engagement action plans based on their Employee Opinion Survey results in alignment with their future business trends.Owned the achievement of the human capital agenda/priorities within their business by effectively partnering with line leadership and the COEs to achieve these results.

Mooresville, North Carolina, United States

Responsible for the delivery of HR transformation projects ranging from small, single-channel projects to large, complex, multi-channel programs. Responsible for developing and managing the execution of project/program plans, schedules, status reporting, and capacity forecasts while controlling and mitigating project risks. Ultimately, this will ensure successful project/program development and execution on budget and on time. This role is critical as it maintains clear planning timelines (which supports cross-functional partners in Supply Chain, Lowe's Customer Contact Centers, etc) and supports HR Field work by leading the development and delivery of the project. It is also critical in determining prioritization by delivering visibility to tradeoffs. This will ensure full utilization of resources across teams and deliver efficiencies throughout the process.

Mooresville, Nc

Diagnoses potential issues at the individual, team, leader and organizational level. and executes solutions that address issues and enable the success of the business plan at the individual and team level. Provides leadership development coaching for supervisors and managers by preparing leaders for talent review discussions and facilitating quarterly talent check-in meetings to ensure business follow through on talent commitments and strategies. Consults with business leaders to collaborate on change that is needed, understands the impact of the change and implications, and implements the processes and systems to sustain the change through a comprehensive change management strategy. Partners with internal HR COEs such as Talent Acquisition, Organizational Effectiveness, Learning & Development, Compensation and Employee Relations, to address issues and develop comprehensive strategies at the organization level. Understands the general business conditions that affect their industries, functions and geographical regions while staying current on the research and trends within HR to present an informed point of view. Consults with business leadership in the development of engagement action plans based on their Employee Opinion Survey results in alignment with their future business trends. Identifies development solutions and provides consulting to leaders on how to effectively accelerate the development of employees (i.e. exposure events, project assignments, coaching).

Charleston, South Carolina And Savannah, Georgia Areas

Multi-unit HR responsibility covering 22 locations with $1.9 billion annual sales volume – approximately 6,700 hourly associates, 282 management associates, and 42 in facility HR representatives Drives store-level talent management by developing and implementing store management talent plans; utilizing workforce planning techniques; conducting gap analysis and seeking learning and development solutions to address competency gaps; providing performance feedback and recommendations regarding talent strengths and development needs. Drives associate engagement by analyzing survey data and employment trends. Ensures compliance with federal, state, and local laws, and company policies, procedures, and regulations for multiple facilities by analyzing and interpreting reports; implementing and monitoring human resource compliance; implementing action plans to improve performance; and directing the management teams in ensuring confidentiality of information, documentation, and assigned records.Oversees, communicates and drives the consistent implementation of the company's HR practices, systems, and personnel-related activities in multiple facilities by auditing HR practices at the store level; training store management on HR methodology and processes; and providing HR advice and consulting to store management.

Greenville, North Carolina Area

• Assisted with directing 10 salaried Assistant Store Managers in facility operations and communicated with over 350 hourly Associates about facility operations, merchandising, and Company direction• Assisted in driving the overall financial performance of the Facility by providing supervision and development opportunities for 10 salaried managers and over 350 hourly Associates in a $110 million Supercenter• Upheld the Company's Open-Door Policy• Ensured compliance with Company policies and procedures • Initiated, directed, and participated in community outreach programs• Modeled, enforced, and provided direction and guidance to hourly Associates and managers on proper Customer service approaches and techniques to ensure Customer needs, complaints, and issues are successfully resolved within Company guidelines and standards

Myrtle Beach, South Carolina Area

• Modeled, enforced, and provided direction and guidance to over 275 hourly Associates on proper Customer service approaches and techniques to ensure customer needs, complaints, and issues are successfully resolved within Company guidelines and standards• Provided direct supervision and development opportunities for over 100 hourly Associates in assigned area• Drives sales and financial performance in assigned area• Initiated, directed, and participated in community outreach programs• Upholds the Company’s Open-Door Policy

State Of South Carolina

• Subject matter expert for all training requirements and initiatives• Solely responsible for the training and development of 264 recruiters in 38 recruiting centers within a 46,199 square mile area• Provide training to senior leadership regarding management skills and techniques; i.e. soft skills, how to present data to leadership and subordinates and how to use available software advantageously • Train personnel on presenting information to potential recruits at various ages, education levels and socio-economic backgrounds• Train personnel on how to interview potential recruits to obtain the necessary information to best advise career options and benefits provided by the United States Army• Analyze data from numerous sources, then develop and implement courses and associated training plans • Plan and coordinate training conferences

Fort Knox, Kentucky

• Served as liaison and advisor to the senior enlisted member of the United States Army Recruiting Command, responsible for over 12,000 Soldiers• Responsible for coordinating with the Sergeant Major of the Army’s staff on any recruiting-related matters• Resolved all questions and complaints received into the Command Sergeant Major’s office• Assisted the USAREC Chief of Staff and the Secretary of the General Staff in Command Group matters• Planned, coordinated and traveled with the Command Sergeant Major on weekly unit visits across the United States

Fort Knox, Kentucky

• Responsible for recruiting the Army’s best Soldiers to serve in the United States Army Recruiting Command • Traveled throughout the United States to deliver dynamic presentations to Soldiers in 150 different career fields• Responsible for all coordination between Recruiting Command and Human Resource Command for all volunteer recruiter assignments• Served as the expert in recruiter professional development to ensure the effective management of personnel resources across the command by providing direction, guidance and instruction to senior leadership

Northeast United States

• Responsible for the training and development of over 2,000 recruiters in 13 states in a 230,000 square mile area• Subject matter expert for all Brigade training initiatives• Trained recruiting station commanders on daily management and operations procedures• Conducted training at Brigade level training functions• Analyzed data from numerous sources, then develop and implement courses and associated training plans • Planned and coordinated training conferences

Greater Atlanta Area

• Responsible for the training and development of 253 recruiters in 34 recruiting centers in a 31,783 square mile area• Subject matter expert for all training initiatives• Trained personnel on presenting information to potential recruits at various ages, education levels and socio-economic backgrounds• Trained personnel on how to interview potential recruits to obtain the necessary information to best advise career options and benefits provided by the United States Army• Analyze data from numerous sources, then develop and implement courses and associated training plans • Plan and coordinate training conferences

Pensacola, Florida; Brewton, Al; Winston Salem, Nc; Asheboro, Nc

• Supervised, trained, motivated and enforced standards for all assigned personnel• Managed recruiters prospecting and the administration process of applicants for Army enlistment• Developed and maintained a positive relationship with community centers of influences• Implemented and maintained the recruiting station management system

• Provided potential applicants with information regarding a career in the military• Presented formal and informal presentations to students concerning jobs in the military• Analyzed and penetrated untapped markets in assigned recruiting area• Conducted promotional activities

Fort Monmonth, Nj; Aberdeen Proving Ground, Md; Seoul, South Korea

Bachelor'S Degree, Business Administration And Management, General, Cum Laude

Music Education