A strategic and innovative Human Resources professional with 20 years of Human Resources and Staffing experience, known for building strong working relationships and achieving consistent results, while strategically aligning Human Resources with organizational goals and objectives. Passionate about talent development and empowering people to produce extraordinary results. Solution-provider with excellent analytical skills and ability to quickly build relationships. A proven problem solver, strategic and tactical planner with specialization in mediation of complex employee relations issues, performance management, training and development, and recruitment.
Acted as the Strategic partner to branch managers in my region/area of responsibility, and developed
and implemented Human Resource strategies in order to support the organization's overall strategic
aims and objectives, including, but not limited to performance management and succession planning,
employee satisfaction through employee engagement surveys, and hiring and retention.. Ensured that
the organization's culture continued to develop in accordance with Brinks Vision and Core Values to enable the organization to attract, retain and develop high performing people.
Responsible for providing Human Resources guidance to locations in Springfield, and Winchester, VA,
Baltimore, MD; Pittsburgh and Erie, PA; and Cleveland and Columbus, OH. Developed and implemented
recruitment and retention strategies. Provided HR guidance to Branch Managers. Ensured compliance with company policies. Ensured legal compliance. Investigated and resolved employee relations issues.
Facilitated employee orientations and training. Drove company initiatives. Managed the culture to
positively affect employee retention.
Monitored Associate turnover, recommended actions to improve and conducted exit interviews,
Reviewed and managed Associate job openings daily; define key openings through effective
prioritization, Role Modeled exemplary service, Planned and executed internal/external recruitment
strategy; interview process and job offers, Provided a positive work environment by recognizing
outstanding selling performance, consistently facilitating open, two-way communication and resolving
all Associate Relations issues in a timely manner and by training and developing management team to
do the same, Provided leadership to Executive and Associate Talent Assessment Process and Performance Management Process, Coordinated recognition programs and assisted with celebrations and tracking of Associate compliments, Provided recognition of Extreme, Shining, Rising Achievers
through personal acknowledgement and follow up to ensure store management execution, Partnered
with store management to support business strategies through assessment, development and
placement of talent. Recruited and hired results-oriented, selling -focused Team Leaders and Associates who have the attitude to promote our brand values and possess the skills to build a bench for future, Advancements & promotions, Created a positive, inclusive work environment, Prioritized
open door communication with all Associates and resolved issues promptly, Educated, motivated and
developed team to ensure effective performance through consistent on-the-job training, Maintained
Associate Job Posting process, Main resource to all store Executives on counseling Associates on
performance through coaching and Responsibility Based Performance process when necessary,
Overseen the store Associate Performance Review Process, Managed administration of Workers Comp
claims/Accident reports, Lead Associates in support of community service opportunities, Coordinated
criminal checks/credit checks/drug screening/WOTC administration of new hires.
Implemented and maintained Automated Scheduling process and procedures, in Delmarva North and South Districts. Managed a team of staffing planners that produced schedules for a district.
Reviewed store schedules with Sales Managers. Trained store management and district partners on the scheduling best practices. Traveled to stores weekly and met with store management on analysis that
relates to staffing, business trends, productivity, selling cost, openings, floor configuration changes and
pertinent selling statistics. Met weekly with district merchants on emerging businesses and changes to fob strategies. Acted as a liaison to corporate staffing on pertinent system and staffing changes.
Managed open jobs through systemic on and off boarding and daily communication with store
management. Hires and actively coached and counseled planners to achieve highest potential.
Responsible for the overall management and conduct of the staffing and administrative affairs within
the DelMarVa Regions; Provided immediate supervision of 6 Junior Executives, 12 managers and a number of support staff, utilizing the following management practices: interviewing, hiring, training
employees, setting expectations, organizational development, performance management, succession
planning, motivating, coaching, and problem resolution. Conducted detailed analysis of work processes
and complex functions that affected production standards; Used independent judgment in making
decisions and recommendations based on workload analysis and deviations from standards to determine staffing requirements to support effective business operations within the Company.
Provides financial/budget management; Planning, forecasting, and controlling the annual operating
budget associated with staffing requirements. Maintained global perspective of the regions business
needs/opportunities; utilized theories of strategic planning and program assessment to ensure
execution of the staffing and scheduling to achieve profitability goals. Communicated both orally and written; providing guidance to staff on issues and objectives, and decisions, regarding policies.
Reviewed internal processes and procedures, making recommendations for improvements to promote
efficiency, effectiveness, and cost savings; Analyzed staffing - productivity, trends and selling cost -
initiating reallocation of staffing levels as appropriate. Knowledge of a variety of qualitative and quantitative methods to assess and improve regional staffing requirements and various office processes and procedures carried out by administrative personnel.