Victoria Bateman Email and Phone Number

In my current role, I am the head of the HR department, made up of people operations, talent acquisition, benefits, and payroll sub-departments. I lead a team of directors, managers, and hourly staff to provide excellent customer service to our internal customers. I am responsible for all organizational HR projects. Since my arrival, I assessed a need for and created a new talent acquisition sub-department, a redesign of performance management process, as well as a personnel policy & procedures overhaul. I consult with our officers for organizational changes, culture, diversity movements. I work with my team to oversee all aspects of position management, new job proposals and department efficiencies. With my employment law background, I advise leaders on employee relations, discipline, performance improvement and terminations. I have redesigned multiple department structures after work-flow assessments, identifying gaps that prevented strategic execution. One of my favorite accomplishments, I provided framework for organization-wide strategic management, with OKRs and prioritization, and a related position. As culture and staff development are essential for success, and we want a strong foundation, I have overseen development of a robust onboarding process, new training programs and department requirements. When I arrived, I identified multiple high risk areas for error or inefficiencies. We converted approximately 30 manual and paper driven HR processes to automated or electronic methods in less than six months. My desire is to ensure that my team and my company have the infrastructure needed to be able to scale. By equipping and empowering employees in alignment with company vision and values, I can confidently let others handle the business. Accountability is essential for this to work, and sets clear expectations. This creates capacity for my involvement in higher impact areas. I advise other leaders on this same approach.

-Responsible for investigating employment related complaints and advising Operations on next steps. These complaints stem primarily from Discharge Resolutions, Formal Complaints, Attorney Demand Letters, EEOC charges, and Lawsuits. -Investigate various employment matters to include discrimination (EEO), harassment, FMLA, FLSA, and retaliation.-Advise leadership on associate relations, processes, procedures and actions. -Developed new protocols and procedures for remote work, including training and guidelines for the department. -Mentor to team of 20 investigators of varying levels on day to day job tasks, reviewing reports, and confirming case steps. -Handle delicate or proprietary investigations or HR concerns with executive leadership, providing advice and support.

-Partnered with executive leadership to provide advice on strategy.-Lead teams to develop new positions in the company based on work flow analysis, designed new hiring processes and online application systems, and wrote protocols for HR initiatives. -Support strategic initiatives, project management, and long term planning. -Implemented Starbucks in Publix Retail stores, negotiating contracts, aiding in training, and acting as a liaison between Starbucks and Publix leadership. -Lead strategic exercises and meetings with both retail, distribution, and support departments. -Support executive leadership with strategy, project management, and presentation needs. -Manage key corporate initiatives that aid in achieving company goals, including impacting company culture, improving the customer experience, and external relationships and partnerships.

-Provided leadership and other business areas advice on HR related matters, including Associate Relations, HR Investigations, EEO Law, compliance, and conflict resolution. -Acted as a company representative and advocate when dealing with government agencies (i.e. EEOC, DOL, OSHA, & other state and local EEO agencies) during investigations, audits / compliance checks, mediations. -Responsible for responses to all agency and attorney matters related to employment concerns. -Managed a team of HR Investigators, including hiring, training, and promotion. -Maintained an extensive knowledge of employment policies, laws, and internal processes and procedures.

-Investigated employment related complaints. These complaints stemmed primarily from Discharge Resolutions, Formal Complaints, Attorney Demand Letters, EEOC charges, and Lawsuits. Investigated various employment matters to include discrimination (EEO), harassment, FMLA, FLSA, and retaliation.-Provided advice to leadership on potential actions or approaches to HR related concerns or situations