Human Resources Director for the US

Served as strategic HR business partner for Metro Pennsylvania, Delaware, Maryland, Washington, D.C., and Northern Virginia area, supporting over 100 complex stores with sales volumes ranging from $40,000,000 to >$120,000,000 and totaling over $10,000,000,000 in revenue sales, with over 30,000 associates and 12 market managers (district). Developed and implemented essential HR strategies addressing current and future HR direction of company and region, including effective recruitment, succession planning, compensation management, performance management, benefits, labor relations, investigations, ethics & compliance, and legal requirement reducing legal risk.Supervised ten professional salaried market human resource managers, by translating operations and HR strategies into HR initiatives. Set clear objectives and expectations to improve performance and drive results. Reviewed and forecasted objectives and goals by incorporating into business plans. Measured outcome ensuring desired results achieved and provided guidance for associates, managers, and direct reports. Provided guidance and support for coaching, performance management, associate relations, etc. Reviewed weekly, monthly, and quarterly reports to determine region trend on overall P&L and HR metrics. Analyzed, designed, developed, implemented, and evaluated several successful leadership programs for both hourly and management associates. Developed and leveraged strategies to attract and maintain highly skilled and engaged workforce through diagnosing capability gaps; recruiting, selecting, and developing talent; workforce development succession planning; and leveraging capabilities of new and existing talent. Executed change management strategy for region by comprehending operational strategies, aligning operational change needs with human resource-related actions, and consulting with operational leaders ensuring consistent execution of all organizations’ programs, policies, and initiatives.

Spearheaded HR initiatives in Philadelphia Metropolitan and Southern New Jersey region composed of 80 stores with large sales volumes and annual sales budgets ranging from $40,000,000 to $110,000,000, with over 20,000 hourly associates, ten market managers, and eight market human resource managers. Developed and implemented essential HR strategies addressing current and future HR direction of company and region, including effective recruitment, succession planning, compensation management, FMLA, annual benefits, labor relations, unemployment, performance management, investigations, career talent development, compliance, and legal requirement reducing legal risk. Review weekly, monthly and quarterly reports to determine where region is trending on overall P&L. HR emphasis on wages to ensure region, markets and stores are leveraged and not deleveraged on sales and wages. Analyzed complex reports to determine YTD trend on specifics metrics (goal, plan & actual) to assist in meeting goals. Developed effective plans in order for region achieve expected results. Regional HR strategies into HR initiative for associates recruitment, succession planning, staffing, assessment, learning and development, performance management and retention. Implemented HR strategies that reinforce the importance of continually attracting and maintaining highly engaged associates.Utilize relevant business metrics, analyses, and reports to measure and monitor and improvement performance. Identifies and applies fact-based information in making decisions. Look for root causes of problems and develop plans to correct the problems / issues to eliminate future behaviors.Planning and Improvement: set clear expectations, performance measures, and goals in order for associates to achieve results. Ensures everyone has the tools and resources, implementation time, talent needed in order to accomplish task and desired outcome

Provided HR support to ten stores and over 2,500 associates in Southern New Jersey market with sales revenue of $600,000,000. Oversaw associate learning and development, workforce succession plans, and executing HR initiatives to support business demand. Ensured associates and managers adhered to all federal and state laws by providing guidance and resources. Developed full-cycle talent acquisition plan for all vacant and future attrition positions.Recruited internal and external candidates by leveraging multiple recruitment strategies to attract candidates to business with utilization of technology, social media, career events, community organizations, social networking, job boards, and direct competition.Conducted annual and quarterly talent assessment reviews to determine bench strength and talent gaps and created succession plans to meet growth.Increased talent bench strength by implementing and following up on individual development plans, performance improvement plans, coaching for success documentation, and leadership development programs for both hourly and management.Focused on increasing associate engagement within market by analyzing and reviewing annual engagement survey results and facility actions plans. Provided resources, guidance, and support to operations leaders to assist in staying committed to improving engagement in workplace. Solicited feedback from associates to assist in identifying root cause.Improved year-over-year engagement survey results. Reinforced environment where associates could utilize “open door” process and have concerns heard and addressed. Oversaw associate relations issues, including investigation, termination, grievances, payroll issues, and/or any associate relations issue.Modeled compliance with policies and procedures and organization mission, values, and standards of ethics and integrity. Built development plan and implemented into market business plans, using open door process.

Murry’s, Inc., Upper Marlboro, Maryland, Human Resource Generalist, 2000-2006. Provided HR support on company policies and procedures to Senior Leaders, Corporate Office, Distribution Centers, Operations, Logistics, Transportation, Wholesale, Manufacturing Center, and 70 complex food stores located in Virginia, D.C., Maryland, Delaware, and Pennsylvania. Responsibilities included resolving associate relations issues, workforce planning. Spearheaded the implementation of the Talent Acquisition Department. Developed and Designed effective plans to staff key positions throughout the organization. Improved associate retention through a selective hiring process, training, and associate engagement. Developed and implemented training programs for hourly and management associates, including customer service, sexual harassment, leadership, associate retention, and labor relations/union avoidance