Stanene Douglas

· Cultivate and maintain a healthy talent pipeline, including oversight of front store and cross-trained colleague performance and development, contributing to career progression, involving hiring, training, performance management, and where required, termination of employment

· Ensure appropriate staffing to operate store successfully by scheduling to demand, consistently creating and publishing the schedule 3 weeks in advance, and maintaining financial stewardship of store labor spending

· Improve store performance measures (sales, service, loyalty, shrink, compliance, etc.) by coaching colleagues and working within the #OneTeam dynamic to identify and address barriers to operation

· Maintain a safe and high-quality working environment that complies with all regulatory and company standards

· Oversee timely and quality training of front store and cross-trained colleagues

· Conduct regular check-ins with all direct reports to track business goals and maintain team engagement

· Recruit, hired, and trained positive, enthusiastic employees, ensuring excellent customer service.

· Develop, manage, and assign tasks appropriately to ensure the site is clean, adequately stocked, organized, and well-kept based on Company standards.

· Maintain a professional and supportive image among subordinates and supervisors.

· Schedule employees within Company guidelines to maximize customer service and maintain site image.

· Shrink reduction, Inventory management, Servsafe compliant.

· Training, counseling, motivating, and separating employees.

· Analyze daily sales and expense information and take appropriate action to maximize sales and net profits.

· Budget and forecast P&L lines, as well as understand and manage merchandise margins.

· Safeguard and account for all money received and disbursed.

· Perform all other financial analyses necessary to maximize sales and net profit.

• Strategize & Lead: Develop and execute HR strategies, policies, and programs aligned with organizational goals.
• Spearhead workforce planning and succession initiatives, forecasting talent needs, and building robust talent pipelines.
• Advise senior leadership on human capital strategies, organizational design, and change management.
• Talent Management: Oversee the complete employee lifecycle, from recruitment and onboarding to retention and offboarding.
• Design and implement effective talent acquisition strategies to attract and retain top-tier talent.
• Develop robust onboarding programs to ensure seamless integration of new hires.
• Guide performance management systems, including goal setting, reviews, and feedback.
• Champion employee development, training, and career advancement initiatives.
• Employee Relations & Engagement: Cultivate a positive and inclusive work environment by fostering strong employee relations.
• Manage and resolve complex employee grievances, disputes, and disciplinary actions.
• Develop and implement employee engagement programs, surveys, and communication strategies.
• Function as an impartial advocate for employees, ensuring fair and equitable treatment.
• Compensation & Benefits: Design, administer, and manage competitive compensation structures, including salary bands, incentive programs, and equity plans.
• Oversee comprehensive employee benefits programs, ensuring cost-effectiveness and compliance.
• Conduct market research and compensation analyses to ensure internal equity and external competitiveness.
• Compliance & Risk Management: Ensure HR practices comply with all federal, state, and local employment laws (e.g., ADA, FMLA, OSHA, EEO).
• Develop and update HR policies and procedures to reflect legislative changes and best practices.
• Mitigate legal risks related to employment, including investigations and dispute resolution, often collaborating with legal counsel.
• HR Operations & Technology: Oversee daily HR department operations, managing staff and delegating tasks effectively.
• Leverage HR Information Systems (HRIS) to streamline processes, manage employee data, and generate meaningful reports.
• Utilize HR analytics to identify trends, predict turnover risks, and inform data-driven HR decisions.
• Manage the HR department budget.

• Fostered strong relationships with leadership, advising on diverse human resource matters, including employee relations.
• Managed full lifecycle recruiting for positions at all levels.
• Coordinated and administered comprehensive onboarding programs.
• Drove people processes to align employee performance and capabilities with current and future organizational needs.
• Staying abreast of HR best practices to ensure continuous improvement.

• Provided policy and procedure guidance to employees and management.
• Maintained up-to-date knowledge of federal and state employment law and compliance.
• Coordinated open enrollments, changes, and training for employee benefits programs.
• Responded to HR-related inquiries.
• Processed payroll for 300 employees.
• Created and distributed internal communications regarding status changes, benefits, or company policies.
• Administered new employee onboarding and orientation.
• Developed and maintained talent management processes.
• Monitored employee morale and company culture.

· Heavy Benefit enrollments (PEBA)

· Benefit documentation, open enrollment, retirement, cobra notices, dental, vision health.

· FMLA, LOA, sick leave 401k contributions.

· Developed organizational strategies by identifying and researching HR issues, contributing analysis and recommendations to strategic planning.

· Implemented HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, benefits, training, records management, safety, succession planning, employee relations, AA/EEO compliance, and labor relations.

Managed HR operations, including recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning and reviewing job contributions orientation; maintaining compensation; and resolving problems.