Operates as a strategic and tactical partner to business operations leadership by aligning the People strategy to the business strategy and incorporating into day-to-day work.
· Act as a catalyst for positive change in support of our culture; guiding and driving change management and communications solutions that contribute to stronger collaboration and connections.
· Perform a wide range of activities including but not limited to employee relations management, talent development, compensation administration, workforce planning/talent acquisition, manager/executive development, organizational design, and performance management.
· Provide progressive people solutions such as integrated talent management, workforce planning, succession planning, and organization structure to increase business impact.
· Review and analyze workforce data and key people metrics to improve the worker experience, assess gaps and opportunities and provides insights to leaders to help inform the right business decisions.
· Propose People solutions and/or organizational changes based upon an analysis of critical business opportunities.
· Manage complex employee relations issues including organizational and structural changes, conduct and direct investigations ensuring proper handling, documentation, and alignment with legal.
· Serve as an advisor to management for employment related legal issues and ensures local compliance with federal, state, and local employment laws.
· Work with management to develop and implement training strategies to meet employee needs.
· Continually challenge and improve the programs, policies, practices and processes associated with meeting the strategic and operational people issue of the organization.
· Lead a team of People Operations professionals to ensure consistent and streamlined practices and services across the business.

Implemented behavioral-based performance management system to define expectations, standards and key performance areas.
· Achieved regulatory compliance with no adverse audit findings for facilities, documentation compliance or safety.
· Liaised between multiple business divisions to improve communications.
· Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for all new hires.
· Collaborated with legal and compliance teams to review paperwork, obtain feedback and procure available information for new training processes.
· Developed comprehensive interviewing guides to improve candidate quality by evaluating both analytical and interpersonal attributes.
· Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution and employee accountability.
· Selected medical, dental, short and long-term disability, life insurance and workers compensation programs for employees.
· Maintained "open door" policy to encourage employee communications and resolution of issues.
· Tracked and reported metrics to identify trends and establish goals to meet business needs.
Educated management on successful policy implementation and enforcement actions to prevent employee legal entanglements.

Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes and talent management.
· Contributed to annual performance appraisals by working with supervisors to achieve consistency and compliance with established procedures.
· Maximized team knowledge and productivity by training, monitoring and directing employees in application of best practices and regulatory protocols.
· Performed timely project management within budget constraints for issues regarding executive leadership.
· Completed projects on time and under budget while resolving complex issues for senior leaders.
· Liaised between management and employees to deliver conflict resolution, alleviate problems and interpret compensation and benefits policies.
· Conducted annual salary surveys and developed, analyzed and updated company salary budget.
Planned and managed recruitment activities for new hires using strategic personnel, staffing and position management practices.

Quickly adapted training plans for client needs, keeping timelines, budgets and desires in mind.
· Scheduled and taught in class and online courses to increase learning opportunities.
· Eliminated process gaps by implementing new methods of standardized training.
· Identified and solved internal problems related to employee turnover by revamping training approaches.
· Mentored new hires, resulting in stronger staff development and increased productivity.
· Monitored participant workflow and behaviors throughout training process.
Employed job analysis in accordance with principles of instructional design to create effective training programs.

Developed loyal and highly satisfied customer base through proactive management of team customer service strategies.
· Strengthened merchandising and promotional strategies to drive customer engagement and boost sales.
· Completed regular inventory counts to verify stock levels, address discrepancies and forecast future needs.
· Monitored security and handled incidents calmly.
· Established and optimized schedules to keep coverage and service in line with forecasted demands.
Offered hands-on assistance to customers, assessing needs and maintaining current knowledge of consumer preferences.
Russell Cellular Verizon Wireless 2011.022012.07
District Sales Manager
· Monitored customer buying trends, market conditions and competitor actions to adjust strategies and achieve sales goals.
· Aligned database systems with district goals by automating processes and eliminating preventable errors.
· Worked diligently to resolve unique and recurring complaints, promoting loyalty and enhancing operations.
· Attracted new clientele and developed customer relationships by hosting product-focused events.
Assessed each location's individual and team performances, analyzing data trends to determine best methods to improve sales results.