LULU HILL

Collaborate with the Store Manager and other store Leaders to drive the store results by focusing on hiring and retention strategies and operations.

Interview, hire, train, coach, develop, evaluate, and discipline direct reports. Establish work strategies, manage colleague performance and behavior, and address and resolve complaints.

Direct strategies to impact the candidate experience by leading the colleague onboarding process and orientation. Ensure a rapid leaning curve, increase engagement of new hires and reduce turnover rates.

Lead the training and successful deployment of all tech and store-wide process initiatives, including annual training and align with the Central Team on updates to prioritize enhancements.

Strategize with Workforce Central partners on staffing and scheduling solutions to meet customer demand. Maintain and balance staffing to meet targets.

Manage operational activities such as hours utilization, payroll and non-payroll expenses, cash office and supply inventory to maximize sales nd minimize expenses.

Oversee the store's monthly P&L, including selling cost and average hourly rate compliance. Develop action plans to drive overall store profitability.

Resolve the store environment issues and safety concerns in partnership with the Facilities team, including monthly housekeeping audits.

• Entered company with no established HR practices, built HR department from ground up to implement HR standards, compliance, revamped employee handbook policies, procedures, job descriptions, and performance management system
• Designed and implemented new safety program. Performed safety-policy trend analysis to identify issues to insure compliance with applicable safety, health, and environmental regulations
• Developed employee turnover measurements through creation of departure follow up process form to measure employee retention and satisfaction
• Spearheaded HRIS implementation for new payroll and HRIS system with Oasis Outsourcing
• Managed renewals and overall administration of various company-wide employee benefit plans and supervised external Benefit Consultants to assess and ensure effective comprehensive programs and exceptional customer service
• Created programs and events to foster positive work environment for all employees (health fairs, national housekeeping week events celebrate service week, employee luncheons and meetings)
• Administered employee satisfaction surveys and assisted General Manager and department managers with developing action plans based on results of surveys
• Ensured all management/supervisors were trained on progressive discipline processes, performance management processes related management programs and initiatives
• Developed succession plans and promotion paths for all staff
• Structured compensation and benefits according to market conditions and budget demands
• Updated training processes by reviewing existing documentation, leveraging feedback from associates, and working with legal and compliance teams
• Recruited top talent to maximize profitability
• Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
• Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
• Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
• Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
• Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
• Collaborated with executive leadership to align HR initiatives with overall business goals and objectives.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
• Reduced time-to-hire metrics by optimizing recruiting processes, utilizing technology, and streamlining candidate screening methods.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Motivated employees through special events and incentive programs.

• Coordinated, supported and administered all company initiatives such as annual merit process, benefit enrollment, and wage/hourly surveys
• Processed bi-weekly payroll
• Administered employee payroll changes, (vacations, miscellaneous deductions, etc) using KRONOS
• Provided required documentation in response to unemployment claims participate in unemployment hearings as needed and ensure paperwork is completed and documentation is compliant legally
• Conducted annual HR compliance/standards self-audit
• Coordinated human resource functions including developing salary/bonus reports, reconciling divisional expense reports, and managing employee information
• Devised hiring and recruitment policies

• Business Partner for District Managers and store operations to ensure ongoing talent activities were planned in advance (succession, capability planning, market visits) and successfully executed in each market throughout three states, seven districts, and 75 stores including two distribution centers
• Represented company with government employment agencies such as EEOC and unemployment agencies
• Worked closely with Regional, District and Store management to ensure application of company human resource policies and programs provided positive employee experiences
• Assessed HR data, identified trends (positive & negative) and partnered with business client to improve employee experience, retention
• Advised District Managers and senior management on trends, issues and areas of concern
• Monitored compliance of stores with legal government regulations affecting human resources, health, and safety
• Ensured compliance programs were implemented at store level
• Partnered with District Managers overseeing compensation management, equity in field management organization
• Advised field management regarding talent issues, areas of counseling, corrective action and termination
• Monitored store employee climate; identified opportunities, areas of concern, worked proactively with management to resolve them
• Provided guidance, training to field management involving subjects related to human resources, people skills, including performance management, individual development