AMY M RYLOTT

Collaborated with the VP in Offline Customer Support and leadership team to develop and execute the HR strategies and activities that fostered foster growth, innovation, and organizational effectiveness.

• Assessed human capital needs in areas such as talent management, employee relations, compensation, and career and leadership development and to determine the appropriate solutions.
• Provided support to supervisors, managers, and senior leaders in Offline Customer Support by addressing their HR-related inquiries and needs.
• Established bi-weekly roundtable discussions with HR peers in Digital Operations to exchange ideas and best practices.
• Oversaw expansion of Offline Customer Support, transitioning 79 employees from Billing and hiring 500 staff across two locations.
• Hired and developed a high functioning HR and Recruiting Team to support the organization.he growing business.
• Coached and developed supervisors and managers on interviewing, corrective actions, conflict resolution, and onboarding by creating a quarterly HR.
• Created a HR Mini Series to strengthenprovide counsel on leadership performance.
• Developed a seamless leadership experience by constructing an Offline Customer Support HR and Digital Operations SharePoint, with a single site solution for leadership to have reporting needs to serve the employees.
• Built HR and Digital Operations SharePoint to enhance leadership experience by consolidating essential resources and information.
• Collaborated with department heads to develop strategies that would increase employee engagement levels.
• Directed HR programs, policies and processes to improve operational efficiency.
• Managed full-cycle human resource operational activities to maximize HR employee performance.
• Identified operational weaknesses to improve or innovate people, programs and processes.
• Used data and analytics to improve company processes for recruitment, selection and onboarding.

• Delivered exemplary HR services and trusted business partnerships by coaching and guiding leadership team in employee relations, staffing, labor relations, financials, forecasting, and payroll.
• Supports and manages all investigations related to disciplinary action, sexual harassment, discrimination, and violations of company policies.
• Oversees the entire employee hiring process, including career fairs, social media, candidate selections, and career goals throughout the employee’s lifecycle including an HR Team for higher volume stores.
• Developed strategic workforce plans in partnership with the Store Manager and the District Market team to ensure the right talent was being selected to meet store’s short-term and long-term goals.
• Drives organizational change with operational excellence and an exceptional track record by achieving positive results in high-volume customer environments.
• Focused on SERVE model competency with leadership, conducted monthly focus group meetings, improved Employee Opinion Score from 48 to 74, and earned store Silver Star for employee engagement.
• Created a highly effective mentorship program for new hires, which resulted in increased sales and customer service excellence.
• Communicated changes within the organization by supporting stores with low employee engagement and conducting employee support programs.
• Opened five Lowe's stores across southern Florida, ensuring compliance with company standards and effective operations.
• Maintained compliance with ADA, HIPAA, FMLA, OSHA, payroll, and personnel records.
• Sponsored with Store Manager and Regional Market Team with the implementation of the bucket brigade toand support ed stores and communities who were impacted by hurricanes.