As a Manager, Employee Relations I am responsible for investigating and resolving employee performance management and conduct matters; play a key role in the design, implementation, management, and improvement of Company’s employee relations framework and deliverables which include handbooks, procedures, and policies.• Provide confidential guidance, advice, and counsel to employees and managers regarding a broad range of employee relations matters (e.g., performance management, policy and procedure violations and code of conduct violations)• Conduct, manage and assist with investigations related to the ethics hotline and other non-ethics related employee relations complaints.• Provide policy interpretation and execution guidance to People & Culture (P&C) partners, management, and employees.• Stay current on existing, new, and updated employment laws at the local, state and federal level and educate P&C partners and managers as needed.• Partner with in-house legal counsel as needed on complex employee relations matters and coach leadership to ensure managers are proactively mitigating risk to the organization.• Conduct location and/or market-based employee engagement assessments, identify key opportunities and collaborate cross-functionally to develop and manage strategic action plans to address employee concerns.• Develop, deliver, and measure effectiveness of training designed to deliver a best-in-class employee relations experience for all levels of the organization.• Partner with P&C colleagues in areas related to employee relations and develop consistent, appropriate resolutions to issues which arise.• Collect and analyze data to identify areas of concern and present information to key stakeholders.• Evaluate and seek to improve current processes to positively impact the employee experience.

Provide strategic planning and tactical guidance to Managers and Colleagues, including coaching, counseling, employee relations, performance management, team member development and retention. Works closely with business leaders in the following areas: (a) talent acquisition; (b) colleague engagement and development, (c) policy compliance; (d) investigations and workplace concerns; (e) strategic workforce planning and succession planning and serve as a strategic thought partner to business leaders. Assist in the growth of the organization by identifying, recruiting, developing, and retaining talent.

Partnered with Legal and the Employee Relations team to communicate trends, provide reporting and recommendations as it related to compliance updates.Approved all management level actions to include: performance management, progressive discipline and terminations before implemented.Conducted complex investigations, directed investigations performed by others, elevates matters and/or sought advice, as needed, for input in facilitating resolution.Incorporated Regional needs into the design, development, and implementation of corporate HR objectives and policies related to compliance.Communicated company and governmental rules, regulations, and procedures and need for compliance to employees.Acted as a business partner to the Sales Vice Presidents for Finish Line and Finish Line/Macy’s, District Sales Managers and District Sales Leaders and the regional team to provide HR business expertise and perspective to support the development and execution of regional initiatives.Maintained and fostered effective relationships across the company.Partnered with internal and/or external legal counsel to prepare for and/or respond to lawsuits or complaints filed by outside agencies.Attended mediations, arbitrations, and other court proceedings when necessary.Interviewed employees to determine reactions to specific actions taken. Prepared reports on employees comments and actions taken and inputs into tracking software.Guided management in the correct and consistent application of policies and procedures.Assisted with the development and communication of new HR policies and procedures.Conducted training sessions periodically to train managers on company policies and procedures, as well as communicate field teams on policy and procedural issues.

 Direct supervisor of 5 HR Business Partners and an Employee Relations Specialist. Assesses talent accurately by effectively using Talent Management tools. Recognizes, coaches and provides meaningful feedback to Employee Relations team members through active performance management. Communicates and collaborates across Districts/Regions. Develop high-potential HR Business Partners to future growth. Explains company and governmental rules, regulations, and procedures and need for compliance to employees. Manages and maintains the implementation of all field related Policies and Procedures. Investigates and responds to employee grievances. Analyzes information gathered and recommends appropriate action up to and including termination. Partners with internal and/or external legal counsel to prepare for and/or respond to lawsuits or complaints filed by outside agencies. Attends mediations, arbitrations, and other court proceedings when necessary. Interviews workers to determine reactions to specific actions taken. Prepares reports on workers' comments and actions taken and inputs into tracking software. Guides management in the correct and consistent application of policies and procedures. Investigates and prepares responses to governmental or outside requests for information – i.e. Department of Labor, EEOC, state grievance departments, litigation matters, etc. Assists with the writing and communication of new HR policies and procedures. Conducts training sessions periodically to train new managers on company policies and procedures, as well as update field and store management on policy and procedural issues.

· Respond to, manage, and bring employee relations issues to resolution.· Investigate and resolve complex or high exposure employee complaints, issues and concerns regarding employment practices originating from various sources, including but not limited to Ethics & HR Hotline calls, general employee complaints, lawsuits, and complaints filed with federal, state and local agencies.· Ensure execution of disciplinary policies and procedures and monitor to ensure fairness and consistency.· Promote, monitor, and measure the effectiveness of employee relations activities.· Ensure execution of employee relations programs/practices that create a positive organizational culture and enable management effectiveness.· Ensure legal compliance with local, state, and federal laws.· Investigate and respond to EEOC claims.· Partner with internal and/or external legal counsel to prepare for and/or respond to lawsuits or complaints filed by outside agencies. · Attend mediations, arbitrations, and other court proceedings.· Mentor and develop three (3) Regional HR Business Partners.

· Responsible for Human Resources functions for 145 stores in eight (8) states (Arkansas, Florida, Georgia, North Carolina, South Carolina, Alabama, Virginia, and Tennessee).· Provide counsel to management relating to disciplinary processes.· Coordinate employee disciplinary actions/suspensions/terminations for region with District Managers and Regional Vice President.· Maintain compliance with federal and state regulations concerning employment.· Assure consistent application of all company policies and procedures.· Plan and schedule visits to all store locations in region & conduct employee meetings/investigations as appropriate.· Assist in the evaluation of reports, decisions and results of the HR Department in relation to established goals; recommend new approaches, policies and procedures to affect continual improvements in efficiency.

• Responsible for Human Resources functions for multiple locations in six (6) states (California, Florida, Georgia, Illinois, New Jersey and Oregon).• Provide expert advice, counsel and coaching to senior leaders, managers and employees on all employee related issues.• Ensure compliance with Title VII, ADA, FLSA, FMLA and all other relevant state and federal employment laws.• Investigate employee and manager complaints regarding violations of company policies (e.g. sexual harassment, standards of business conduct, discrimination and retaliation, etc.).• Onboard and orient new managers with HR practices and system requirements. • Promote a positive employee relations environment through consistent application of the open door policy and through promoting open dialogue between employees and management.

· Responsible for internal/external recruiting and selection. · Managed the performance review process to ensure compliance with company “brand” standards.· Communicated and interpreted company policies and procedures to team members.· Facilitated new hire orientations and team training program.· Participated in team leader interviews and requirement discussions.· Administered coaching and corrective action and leaves of absence consistent with company policy.· Conducted mass hire interview process to increase workforce by 50% within 2-weeks.· Managed community giving, volunteer and payroll accounts at the store level in excess of $350k.