Utilized HR background and organizational and team building skills as a Field Organizer for non-profit organizations and political campaigns. Was in charge of. finding, training and scheduling volunteers or paid canvass workers. Was in charge of a small team of volunteers, and pprovided leadership ofor workersthe workers within regions and the state of Virginia. Required good communications skills ople. In order for field organizers to direct worker or volunteer activities according to organizational goals, extensive knowledge of the industry or cause is necessary. Additional DutiesWas in charge of of finding new volunteers or canvass workers and coordinating the times and locations of any work activities. Created and implemented programs or tasks that supported the organizational goal and trained all workers to make contact with the community. Organized workers in fund-raising activities such as petition signature campaigns or voter registration drives.

Responsible for designing and administering proactive programs and plans related to Employee relations activities. Provided counsel and assistance to employees and all levels of management in employee or management issues. Identified and analyzed extremely complex employees relations problems of diverse scope where analysis of situations or data requires an in-depth review of company policy and procedures, labor-law legislation and other intangible variance factors. Exercised judgment within broadly defined policies and practices. Recommended appropriate actions to correct problems including assisting and/or advising management in the formal discipline or termination of employees. Provided training to managers and employees on employee relations issues. Represented company at various employment hearings (mediation, wage/hour, equal employment, etc.)

Employee Relations ComplianceProgram ManagementDiversity and InclusionHiring and Retention

Conducted on-site visits to assess state and federal employment-related risks in multiple areas including FLSA, recruiting, selection, retention, and termination processes as well as disability, safety, and workers’ compensation. Hold accountability for 300+ locations in 48 states.Played key role in reduction of corporation’s risk and financial loss by completing employment compliance visits to the Private Client Group, the Brokerage Support Group, and the Investment Services Group; uncovered risk potential in several areas and made recommendations to HR leadership and other management and support services for following up and addressing them. Utilized trend analysis from other HR areas to implement proactive procedures to reduce litigation.Competently assessed leaders’ understanding of employment compliance practices; effectively communicated role as auditor and ambassador to corporate and regional executives, branch managers, and operations staff. Enhanced HR’s reputation as a business partner by conducting gap analysis and increasing associates’ and leadership’s understanding of HR service delivery model and its utilization

Provided HR Support in the Affirmative Action and Equal Employment Opportunity arena,Expertise and knowledge of major AA-EEO laws, regulations and guidelines.Supported Leaders and management in recruiting, sucession planning recruiting and retention. Handled employee relations isuues including terminations. Supported the states of Maryland, DC, Virginia, New Jersey and New York. Developed training programs and worked with Regional Mangement to ensure adherence to the Company's intiatives and attracting the best talent.

Performed HR generalist responsibilities in a territory which consisted of 80 East Coast stores. Employees per store ranged from 150-400 and annual sales from $18-$75 million. Managed budgets of $l million for relocation and $2 million for hiring and training of management. Provided HR regional support for all 80 store HR managers and overall store management teams. Oversaw three direct regional reports. Coordinated opening of 17 new stores in three years. Ensured that processes were in place formanagement development / succession and people planning for existing and new stores.Recruiting, staffing, and retention. Coordinated regional roll-out and completion of staff wage and opinion surveys.employees. relationships with team leaders by increasing number of HR store visits to improve communication and morale and educate leaders regarding the open door process. Successfully managed major potential union situations. Provided training and education to district and store management teams processes and procedures for handling union issues with employees. Rolled out market brand training for store managers with specific focus on HR managers. Presented training on store operations, employee relations, and legal / ADA issues. .

Recruited field associates and HR staff in Northeast and Southeast divisions covering 20 states. Recruited and retained staff for retail operations and executive management. Maintained high retention, low turnover, and good loss prevention ratio.Planned and directed large-scale recruitment strategies.