Expanding HR Capabilities, growing an employee-centric culture, and driving to be an employer of choice by growing talent management practices, improving onboarding, engagement, and development practices.Leading, coaching, and developing HR team members; empowering and motivating them to deliver solutions to support company goals and values. Leading employee relations and team of HRBP team; Implementing practices to proactively reduce risk and disruption due to employee relations matters.Leading and developing Total Rewards for the company; consistently reviewing compensation, benefits, and other rewards to reward team members in meaningful and impactful ways. Leading compliance systems and initiatives to prioritize compliance, ensuring leaders are adequately equipped and trained, and that state and federal requirements and consistently met. Champion for and driver of development and career growth in partnership with learning and development professionals and company leaders. Innovating, conceiving, designing, and delivering HR initiatives that move the company’s people strategy forward. Acting as thought partner and advisor to senior leaders; exploring developing strategic organizational development, design, and efficiencies in support the company's continued growth.Designing, updating, and building out policies and procedures to support business needs while aligning with state and national legislation. Communications ambassador rolling out communications related to staff engagement efforts, operationalization of change management, and updates to company practices.Champion for culture, diversity, equity, belonging, and inclusion at all levels of the organization.

• Human resources leadership partner for 11 state, 130+ store region• Supported, coached, developed, and influenced leaders through effective thought partnership, in order to drive overall business and career success. • Data driven strategic people planning, resulting in improvements across several areas of the business including: - Overall region improvement: moved from the bottom third to top third in the enterprise from 2016 to 2017. - Reduction of general manager turnover: moved from 36% to 16% over three years, resulting in an estimated savings of $800K. - Increased retention of top talent leaders from 60% to over 90%. - Increased participation in culture and engagement survey participation, and overall results year-over-year.

• Served as HR leadership partner for two BU's with over 180 locations, representing $198M+ net revenue in 2015 • Provided consultative leadership and guidance while challenging leaders in distorting their time effectively in order to maximize efficiency and consistently achieve balanced and exceptional results• Led or influenced transformation of practices related to supporting employees in their role, accelerating performance, improving engagement, focusing on leadership skills and capabilities, and rebuilding the way talent was grown within the company • Influenced and executed HR strategies, acting as a proactive liaison for HR solutions; identifying HR resources to maximize opportunities and overcome obstacles• Provided day to day performance management guidance to drive consistent implementation and application of policies and guidelines as well as organizational tools and programs to maximize impact• Acted as a consultative business partner and change agent for focus team comprised of operational experts diving deep into all aspects of struggling locations to create and implement robust recovery plans• Developed, coordinated, and supported implementation of targeted HR initiatives to deliver HR solutions to improve organizational effectiveness for the identified business units• Evaluated and analyzed locations to identify root cause issues within people structure and provide guidance and support in planning, development, and execution of change management • Identified solutions to be implemented enterprise-wide to mitigate risk of additional locations moving into this category

• Hire, manage, train, coach, develop, and mentor a team of eight employee relations professionals. • Manage and conduct complex investigations into items such as wage and hour, EEOC, discrimination, and civil rights claims. Create position statements and review responses created by the employee relations team • Act in partnership with legal counsel to compile data and provide legal recommendations for litigation. Represent the organization in arbitrations, mediations, and other legal proceedings. • Develop human resources educational materials for all levels of the organization, including lectures, interactive simulations/role playing, and audio visual components • Participate in the development of HR goals, objectives, and systems to maximize service levels • Participate and lead in the design, development and implementation of human resource policies, programs, practices, and protocols