Executive level Director (Head of HR) Leads HR Team with responsibility for all HR functions including HR Processes, HRIS, Payroll, Benefits, Employee Relations and Engagement, Recruiting and Staffing.Executive oversight of the HR team, spanning all the HR core functions. Creates and drives an organizational structure that facilitates growth, innovation, accountability, scalability, and engagement. Develops comprehensive approach to employee engagement and culture by refining HR processes. Oversees recruitment, onboarding, performance management, and talent development as well as manage HR-related changes, such as restructuring, Implementation of new HRIS, and lead change management efforts.

Took time to care for my aging mother and my wife's aging grandmother. Both have dementia. We cared for both and have since gotten them settled in appropriate care facilities.

Served in roles of increasing responsibility including Manager and Senior Manager culminating as Director, Employee Relations. A trusted HR and Employee Relations Business Partner who excels at building relationships throughout the company and has a reputation for taking initiative and executing commitments. Proven team builder and coach for leadership. Developed and implemented Employee Relations policies and practices. Served as Subject Matter Expert for complex employee matters. Supported senior leaders in call centers, Region and Division offices, and field operations supporting 20,000+ employees in various professions in an agile, fast-paced, complex environment. Directed Employee Relations strategy for division call centers as well as region and division offices  Supported all levels of employees in Multiple sites in multiple states, including Call Centers (including remote work), Technical Operations, Retail sales, non-Retail sales, IT, and Facilities. Conducted complex investigations (including Title VII CRA) of employee concerns through open-door processes. Provided recommendations on investigation results to ensure the resolution of issues.  Provided thought leadership on potential Department of Labor Investigations and potential issues with FMLA/ADA/EEO/FLSA and or wage and hour.  Led labor relations strategy, designed and developed proactive, preventative strategies and approaches consistent with enterprise Labor Relations Strategy. Managed all labor escalations throughout the division and ensured appropriate actions were taken.  Developed, scheduled, and delivered Labor Relations training to 6000+ leaders annually  Reviewed and analyzed survey data to include all comments from bi-monthly and annual employee (Net Promoter Score) surveys to make recommendations to senior leaders. Assisted in creating action plans for vulnerable sites/leaders to improve the employee experience.

The AutoZoner Assistance Fund is a 501 (c) (3) charity fully funded by AutoZone employees to assist AutoZone employees in need.

Served in Roles of progressive responsibility including Store Manager, Regional Training Manager, District Manager (15 direct reports and up to 300 indirect) and HR Generalist culminating in Regional HR Manager. Provided oversight for all aspects of Human Resources for over 100 retail locations (up to 2,000 employees), including rewards, performance management, succession planning, recruiting, hiring, onboarding, and training. Indirectly led 12 to 15 District Managers in Retail Operations. Regional Human Resource Manager of the Year award in 2009. Oversee 100+ retail locations in multiple states.  Responsible for employee Relations, HR/OSHA, EEOC, State and Federal Law compliance, recruitment, performance management, organizational development, assisting managers in employee discipline and training and development. Senior level regional member responsible for guiding, managing and resolving complex employee relations issues. Work closely with district managers and regional team members to improve work relationships, build morale and increase productivity and retention. Conduct HR Investigations and make recommendations to the operations team to resolve employee complaints (including Title VII CRA). Analyze HR trends and metrics to develop solutions, programs and policies in collaboration with business partners. Oversee multiple, concurrent projects working collaboratively with teams in support of business objectives such as 90-day turnover, wage penetration, wage growth, overtime control and onboarding compliance. Provide day -to-day performance management guidance (coaching, counseling, career development, succession planning and corrective action) to 10 districts in multiple states.  Responsible for store staffing in all locations for both exempt and nonexempt employees. Managed aggressive Workers Comp return to work program resulting in 2-million-dollar savings in WC cost.