Gina Russo

• Implemented strategic initiatives and core values to support organization's vision, resulting in collaboration for updating code of conduct policy.
• Spear headed Diversity, Inclusion and Belonging Committee to increase employee engagement, reduce turnover, improve productivity and financial performance.
• Collaborated with VP of Human Resources to develop and implement New Hire Immersion program that has increased retention by 5%.
• Work force planning with Regional Human Resources team to develop, change/ add policies , procedures and ensure compliance with employee updates for 2024 Employee Handbook roll out.
• Execute continual improvement processes through HRIS system, Dayforce. Platform that relates to employee life-cycle, such as talent acquisition, onboarding, off-boarding, employee development and contract management.
• Maintain and oversee team of 500+ employees spread out in CA, AZ and MT.
• Strong comprehension of Construction Operations within HR environment.
• Fostered cross-functional relationships to connect managers and employees and improve
overall efficiency.
• Investigated and liaised with legal department to respond to complaints of harassment,
discrimination, employee grievances, and other sensitive issues.

• Maintain HR strategies and business operations for 23 multi-unit Franchise locations, 7 Corporate stores overseeing 1500+ employees in areas of performance management, succession planning, employee engagement, diversity and staffing.
• Partner with ADP HR division and SHRM to ensure compliance with all areas of Human Resources. Created reduction of new hire mistakes by 10% and continued to develop stronger workflow tactics for Human Resources.
• Act as mediator and quickly resolve employee issues that affect management and business decisions. Reduce chances of legal course of actions by 80%.
• Collaborate with Legal colleagues where appropriate to quantify risk factors and/or develop strategies to mitigate potential risk and share best practices and insights.
• Maintain key initiatives including development of new job descriptions and compensation strategy to ensure alignment with current economic demands.
• Built Workplace Safety Prevention Program that led to stronger OSHA compliance requirements and reduction of work related injuries to create "Zero Accident Culture".
• Developed mentorship program for new hires to ensure employee success, understand each person's unique working and learning styles, and build trust between co-workers.
• Created "listening posts" throughout organization to gather anecdotal and quantitative data to ensure motivating cultural environment.

• Maintained financial accuracy with handling over $50,000 in revenue each day.
• Reviewed established policies and procedures to take on temporary leadership positions, motivate employees and facilitate smooth franchise operations.
• Trained and developed franchise operators to improve safety, employee relations and immediately resolve quality assurance issues.
• Cultivated positive rapport with fellow employees to boost company morale and promote employee retention.
• Managed 30 franchise locations with over 200 personnel by implementing company policies, protocols, work rules and disciplinary action.
• Conducted supplier risk evaluations and assisted with regulatory inspections.
• Encouraged departmental employees to present positive, exemplary image to customers.

• Prepared annual budgets with controls to prevent overages.
• Drove year-over-year business growth while leading operations, strategic vision and long-range planning.
• Provided thoughtful guidance to personnel in navigating and resolving snags in productivity.
• Maximized operational excellence mentoring personnel on management principles, industry practices and company procedures.
• Reduced monthly store waste by 20%, managed delivery schedules and performed risk analysis to improve overall profitability.
• Designed modern employee recognition program which boosted productivity and increased morale. Took average 2 year team employment to 5 years.
• Created new company training manuals and plans to increase stronger training methods for new hires.
• Developed stronger coaching and career development strategies for supervisors and mini leads.