Lodi, California, United States
To secure a challenging position with a company that permits me to utilize my abilities in a fast-paced environment while allowing autonomy for growth and development. I am a highly motivated and capable manager looking for the opportunity to grow while helping others reach their ultimate potential. I believe strong leadership can lead any company through tough economic times. Great companies last when the leadership is able to persevere and produce profit with integrity. SUMMARY OF QUALIFICATIONS Executive manager with many years of experience with Starbucks, Microsoft, and Target Corporation. Oversee HR processes both on the departmental and store-wide level with the specific goal of driving strong team development. Create effective development strategies relating to product transitions, logistics, and brand management. Develop a large team of associates through operational learning, talent management and collaboration with other leaders. In addition, I’ve helped drive business relationships as well as learning solutions within organizations to help overall survey results, morale, and diversity. Provide strong financial accountability by effectively monitoring payroll performance, productivity, and shortage reduction.
Temco is owned by Home Depot.
• Partnered with leadership and contributed subject matter expertise to drive strategic business decisions related to Associates. • Evaluated initiatives and processes and confirmed that all tasks comply with HR policies and employee relations practices. Supervised the performance of my direct report (HR Generalists). • Coordinated and delivered a variety of diversity and inclusion meetings and training. • Supported the recruitment lifecycle from initial request and job postings to sourcing strategy, development, screening/interviewing, and hiring/onboarding of associates and compensation discussions. • Facilitated training on employee recognition (Total Reward) programs and tools. • Delivered associated training materials for a successful launch and tracking. Assisted with open enrollment, administered disability and worker’s compensation claims, and leave of absences (STD and LTD). • Confirmed that workforce performance aligned with company strategic goals and adhered to HR programs, procedures, and guidelines. • Established HR departmental goals, objectives, and systems. • Contributed to the creation and introduction of recruitment and selection plans, as well as an effective orientation program and 90-day performance review process.
• Providing guidance to Senior Operation Leaders and employees on all HR functions ensuring a culture of employee engagement. • Certified Trainer to a large team of associates to develop operational learning, talent management and collaboration with other leaders. • Provide strong financial accountability by effectively monitoring payroll performance, productivity, and shortage reduction. •Partner with VP and senior level management teams to access, model and shape an organizational culture that supports the achievement of business goals and objectives. •Selected to be part of a startup team, assisting other regions and states with all hiring and HR leadership needs both on-site and remotely. In addition, supported several sites in southern regions for all HR coverage and recruiting needs • Ensuring all employee investigations are conducted thoroughly, documented properly and appropriate action is taken while implementing all policies are implemented and enforced consistently. In addition, to employee investigations and claims and participate in employee separations exit interviews, EDD hearings. • Identifying legal requirements and government reporting regulations affecting human resources functions and ensuring that policies, procedures, and reporting are in compliance • Provide timely and effective recruiting support (including sourcing, screening, testing, and candidate selection) • Overseeing Ultipro/ADP payroll including audits to ensure all policies are followed and any/all issues are escalated to appropriate departments such as Payroll, Benefits, and Safety etc. • Managing the onboarding process for new hires including orientation, new hire paperwork processing, etc. • Conduct employee focus groups on a monthly basis; compile findings to submit to regional and corporate teams to implement change and deliver follow up items to employees.
Directly responsible for Clerical and COB (Coordination of Benefits) claims inventory, team development, profitability and the mission to drive culture. Responsible for COB (Commercial) live inventory claims and Corr (Correspondence) Strategically make decisions based on a variety of claim issues that consistently keep the department aligned with goals and objectives. Consult and makes recommendations to management on operational issues. For example, system alterations to improve productivity by 5%. Provide feedback on quality initiatives and assist with new implementations to improve overall claims quality (Quality workgroup member) For example, directed stop messages to pop up on systems to ensure processors would follow policies and procedures to ensure better quality by individuals. By implementing these simple measure it saved the company 1% in interest. Ensures team compliance with full understanding of applicable regulations thus saving the company 5% LY in fees and regulations. Guides and oversees work of 25 non-exempt staff (in-house and telecommuters) and 16 temporary workers; currently oversee the largest team in Production Services. Provide research data and solutions to complex problems saving the company $14.5 million dollars. Ensure High Dollar and Aged claims stay within a reasonable threshold due to complexity and research. Working with the Planning and Learning teachers, assist with the preparation of a training plan that recognizes the required skill development areas, guided by business goals and individual performance management goals. Strong business relationships skills resulting in exceptional rapport with people. Proven success in initiating, promoting and maintaining strong interpersonal relations. Able to deal courteously, professionally, and tactfully with other department heads to positively impact business goals and initiatives.
Implemented learning solutions to Partner development and performance management to improve top 5% of talent by holding panels and special projects to increase skills. Focused on retention and on bottom 5% to ensure talent opportunities where identified and addressed Planning and organizing wide array of projects. A few examples, increase conversation rates during peak seasons with new and existing products by 2.8%. Innovation management for new food best practice from implementation to sustainability of 5% increase in food revenue Schedule coordination and staff forecasting to ensure efficient glide paths during peak business hours to grow business by 3%. In addition, forecast for new hires to continue growth within stores to ensure Ensure State policy and procedure compliance by conducting audits and store walk throughs Ran stores with high volume sales of 40k-65k weekly which exceeded weekly/quarterly sales goals and saw a 13% increase Identify improvement opportunities from training strategies to cross functional relationships with vendors and develop action plans. For example, properly trained staff on ordering systems and ensured lean six sigma with proper pars to increase velocity of products and cut down food waste by 6%. Train and develop new partners, peers, and managers for advancement to grow food margins by 5%. In addition, train baristas to up sell to customers to increase conversation rate by 2% Analyze reports and forecast what is needed to meet and exceed sales goals. By being brilliant at the basics my stores was able to grow its margins by 13% LY Provide adequate evaluation and developmental measures for the entire district by conducting visits and audits throughout every month. Once evaluations where conducted development measures and feedback where given to improve various business focuses.