• Ensure consistent field execution and delivery of all HR programs and processes (2200 stores)• Drive talent management, succession planning, and employee engagement programs, enabling a high performance culture• Coach and influence executive leaders to enhance management and leadership capabilities• Build relationships and partner with business executives to create innovative Field HR strategies that help drive the strategic business plan• Act as a change leader, partnering with senior leaders to drive evolutionary business processes• Hire, develop, and lead a team of field based HR professionals• Increased Western Ops overall team member engagement by 6% and increase customer satisfaction by 2% in FY14

• Selected as a Lead for the HR Transformation project team responsible for the development of an HR Service Delivery Model• Led a team of consultants and Walgreens team members• Conducted initial Tier 1 and Tier 2 location analysis, oversight and execution of Field HR pilot, developed the field HR structure, and deployed the newly defined Field HR organization • Acted as Operations/Field subject matter expert for overall project

• Oversaw all Talent Development processes for a region of 7 markets and 1500+ retail drug stores• Represented the talent development manager team in Leadership and Executive team meetings, including presenting and facilitating at executive level• Provided leadership training and talent development support for executive team and market leadership directly supporting 224 stores• Created and rolled-out of the Company-wide business planning process• Drove local execution of the performance management, talent management and succession planning processes• Partnered with Market Vice President to set market strategy through the annual business planning process• Implemented all operations and pharmacy based training and development programs • Establish strong, influential relationships with the business leaders to drive people strategies in order to support operations objectives• Hired, coached and led team of HR professionals

•Provided Business Partner support for all business units including Operations, Legal, Marketing, Canada, Finance/Accounting, Supply Chain/Distribution, DIA, and International •Partnered with executive team on business unit and big picture strategy•Developed tools and provided support to 5000 restaurants globally•Acted as primary strategic HR business partner to the International team by building the infrastructure, systems and processes, establishing the international organizational structure, playing a role in international business development and developing relationships with the International franchise partners •Implemented and managed 360 performance feedback process•Directed Performance Management, Employee Relations, Talent Acquisition, Policy Development, and Employee Training and Development, Employee Programs/Recognition, Diversity Initiatives, and Strategic Planning•Developed recruitment strategy and process for the company•Developed the training programs for and provided input/feedback for a pay for performance competency based appraisals process, including full development of the materials, revision to our new company core competency definitions, creation of support tools, material roll-out, facilitation of training sessions and train the trainer sessions

•Provide people strategy leadership to 65 restaurants throughout the US through development and direction of policies and procedures, employment issues, state and federal compliance, and liaison work in specialist areas such as Benefits, Compensation, Recruitment, and Training•Project Managed the creation, implementation, rollout, and analysis of an employee engagement survey, resulting in creation of individual action plans for each restaurant and Corporate office business unit•Developed recruitment strategies and managed recruitment for all levels of Corporate positions •Managed all general liability claims and customer incidents •Provided guidance to operations to ensure safe environment for team and guests

•Provided comprehensive HR, Culture & Language, and Operations Training leadership to 90+ restaurants•Opened 26 new restaurants, including 2 new market areas•Served as primary HR counsel and advised the senior leaders and their management teams on complex business decisions. •General functions included strategic planning and process development for the following areas: operations excellence, employee relations, employee retention, staffing, employee development, salary planning and administration, performance management, new restaurant opening, manager training, training and development, career planning and mentoring, organizational development, financial planning and budget administration, and communications•Developed training programs, career path systems, recruiting systems and procedures to guide regions in establishing HR practices.