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...ting to the center director, responsible for the training, development and support of a 26 member staff.
o Ensure effective job performance and customer satisfaction throughout the course of the day through coaching, training and performance management of all members of staff.
o Evaluate, develop and implement recruiting processes, standards, measurements and production expectations to ensure consistency and implement tactics to accomplish goals.
o Monitor performance / productivity against goals and managing the career advisement staff to those goals.
o Actively participate in and many times spearhead daily activity meetings for the center. Discuss current and potential issues, recommend or facilitate resolutions, ensure the proper recruiting resources are deployed to assure coverage of requirements.
o Prepare management reports as necessary and assure the integrity, timeliness and maintenance of the career advisement team’s data.
o Ensure the center’s strategic plan and targeted goals are being met / or exceeded.
o Began as a Customer Service Manager (6 months), and then was promoted to Deputy Director.
Store Manager
Tommy Hilfiger, August 2006 – March 2007
o Reported to the General Manager of Sales, identified and implemented strategies and initiatives to achieve and exceed business goals for a $3 million dollar retail business.
o Ensured daily, weekly and monthly compliance with policy and procedure, sales generation, direct replenishment and recovery programs.
o Utilized company performance appraisals and coaching to effectively develop store line management and staff.
o Rewarded positive morale in store through company and self directed reward and recognition policies.
Learning and Development Manager
Nike Inc, November 2003 – May 2006
o Reported to the general manager, held responsible for the training needs of a 300 staffed, $38 million dollar retail business.
o Created, implemented and conducted product and footwear training modules for 3 stores in the Nike town Chain: New York, Boston and Miami.
o Recommended learning solutions for each level of store management addressing developmental needs ranging from on boarding through ongoing accretion.
o Developed design strategy and comprehensive project plans, including learning objectives, constraints, delivery methods, timing, and pilot / test approaches.
o Managed the instructional design process from needs analysis through test / evaluation and all aspects of the project including identifying and managing issues / risks, communicating project status and managing resources.
o Created and implemented detailed design documents including course maps, expanded outlines, training activities / exercises, pre and post activities, testing and evaluation methods/
o Recommended innovative solutions in each stage of the design process for large scale company initiatives such as The Air Max 360 and The I Tunes Running Shoe.
o Utilized and managed training budget for sessions, module design and travel.
Regional Human Resources Manager
Polo Ralph Lauren, February 2002 – November 2003
o Reported the Regional Manager of sales, provided Human Resources management of the largest profiting region in the company.
o Managed the timekeeping and payroll processing system for 3 stores: PRL Woodbury Commons, Polo Jeans Woodbury Commons and The Newburgh Warehouse.
o Monitored and ensured the integrity of the company HRIS System.
o Managed all employee benefits for the region, including enrollment, tracking, submittals, and administration.
o Responsible for the recruitment and sourcing of all sales, stock and management candidates for the region.
o Managed, coordinated and partnered with store level management to ensure training and developmental needs were met for staff on a consistent basis.
Selling, Service and Training Manager
Saks 5th Avenue, August 2000 – April 2002
o Reported to the Vice President of Human Resources, responsible for the selling, service and training of a $ 14 million men’s and women’s couture business.
o Conducted associate and executive store level staffs new hire orientation.
o Identified training opportunities partnering with store level management to create and implement strategic action plans for service and selling.
o Conducted all systems training for store executives specializing in Microsoft Word and Outlook.
o Coordinated and participated in store executive coaching and observations of departmental customer service evaluations.
o Assisted and partnered with store level executives to analyze service and selling reports determining successes, needs and opportunities.
Education
o Westchester Community College, Associate of Arts in Business Administration
References furnished upon request
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