Rhonda Eckel, SHRM-CP

In this role, my responsibilities are to continuously improve training tools, processes, and procedures for our store employee population. This involves the implementation of new training modalities and reworking of all existing training materials. Includes being a key partner with business leaders to determine accurate training needs.

• Implemented new training modalities and reworked existing materials in partnership with business leaders.
• Led project planning and implementation of Daily Reinforcement Training for over 100,000 front-line workers.
• Led discovery project for new Store Manager Training program, utilizing data-driven development.
• Designed and produced weekly reporting metrics to understand training module completion and to develop future strategies.
• Designed PowerBI dashboard to help field leadership effectively execute training strategies with data.

In this intentional career change role, I was a key business partner that supported and advised Field Leaders in sourcing and recruiting front-line exempt Store Managers. Led interview process across 3-4 regions, emphasizing teamwork, collaboration, and communication.

• Consulted on performance management issues to increase Store Manager retention.
• Developed and implemented succession planning process and tool, facilitating effective backfills for Store Managers from the Assistant Manager population, improving ASM retention. Saw 600bps improvement in internal promote rate within first 8 months of program.
• Created tool for accurate hourly pay recommendations, receiving a departmental award for this effort.

In this role, I was a strategic business partner for Merchandising at all levels, including executives. I led the inventory management process across several business divisions and advised on effective strategies to minimize risk to the business.

• Headed inventory management for a successful new business venture, recognized for innovation and partnership.
• Managed and developed 9 Demand Chain analysts, focusing on employee engagement and retention.
• Created and implemented new selection, training and onboarding content/processes to reduce analyst turnover.