Jessica Arnold

• Collaborated and advised senior management to ensure HR program goals and projects aligned with overall business strategy.
• Performed benefits analysis, corrective action planning and big-picture data capturing.
• Improved company compliance with local, state and federal laws, in addition to established organizational standards.
• Brought many HR procedures up-to-date with modern technology.
• Modified existing performance review program to facilitate improved quality of reviews including all employees submitting a self-evaluation to supervisors, organization via detailed schedules, and improved review content.
• Maintained payroll and benefits for employees and diminished financial discrepancies through expert program management.
• Initiated and maintained workers compensation cases for tracking, reporting and legal mechanics.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Scheduled and attended community job fairs on a regular basis.
• Structured compensation and benefits according to market conditions and budget demands.

• Created and drove talent acquisition and job placement strategies to attract diverse candidates
• Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent
• Conducted compensation conversations with human resources and hiring managers to foster internal and external equity
• Cooperated with company leaders in change management and talent solutions to gain competitive edge in job market
• Optimized sourcing networks and used proactive methods to direct source candidates
• Analyzed recruiting metrics to share reports and recommendations with stakeholders
• Acted as brand ambassador to educate candidates on culture, career growth, benefits and advantages of working for company
• Identified and created recruitment and administrative performance metrics and data to analyze trends, drive change and assess progress
• Promoted to Human Resources Director within 5 months

District Manager responsible for managing operations for 3 different locations.

• Established and led restructure of hiring process for 9 stores
• Conceptualized and implemented strategies to enhance personnel management

• Ensured personnel strategy aligned with overall Restaurant Business Strategy
• Led team of 90 employees, overseeing hiring, training, and professional growth of employees
• Analyzed compensation and benefits policies to develop modifications and establish competitive programs, leading to increased retention
• Reduced turnover 0.5% in 2020, despite effects of COVID-19, through effective compensation program
• Reviewed job duties and requirements to assess complexity of position and appropriate pay
• Conducted ongoing market research to evaluate job responsibilities, role clarity, and compensation level

• Responsible for hiring, scheduling, training, and culture for 175 employees
• Developed succession plan for 13 team leaders
• Increased team leader engagement +25% and store team engagement +4%
• Reduced labor law compliance violations 50% from 2016 to 2017
• Provided updates on HR policy changes to employees to satisfy compliance and state laws

• Responsible for $30 million/year apparel department.
• Led staff of 40 sales associates and 3 team leaders.
• Promoted to Executive Team Leader - Human Resources within 15 months.