Experience

• 

  Best buy

  May 1999 - now

  As part of the Employee Relations Case Management team I investigate allegations that are more complex in nature, including developing and executing an investigative plan, documenting, reviewing and drafting supporting documentation, and providing strategic insight to implement both immediate resolution and long-term prevention plans. I analyze Employee Relations case trends and, in partnership with Field Employee Relations Managers and Market Human Resource Managers, I recommend and develop individual market strategies to avoid Employee Relations/Labor Relations risk. I also manage a team to providing day to day guidance and direction to ER Representatives and Sr. Specialists conducting case management intake and case investigations. Show less Support all Best Buy operating units, retail, services, logistics, mobile and subsidiaries. Responsible for partnering with Human Resources and Business leaders to establish strategy and execute plans to implement the global Employee Relations principles and standards in the geographies that I support. The focus of which is to reduce Employee Relations related risk through the practice of positive employee relations. Identify and assess risk, as well as coach, train and provide feedback on reducing those risks. Provide feedback, coaching, and training to leaders to strengthen positive relationships between employees and their supervisor, their coworkers and the company. Mitigating risk that associates will seek third party intervention to resolve their issues at work. Second level responders to situations involving union activity at locations, and assisting in investigations of charges and complaints as needed. Project management in the creation and execution of the Employee Jump Start Program. (EEJS) The Employee Engagement Jump Start program creates a proactive partnership between employee relations, human resources and operations. It is intended to identify and address gaps in team engagement issues before the onset of organizing activity, and includes direct communication with both team members and front-line supervisors. Included locations not only see improved morale but increases in operational efficiency. Locations will typically participate in the program for a period of 6 to  Training of new Field Employee Relations Managers. Partnered to create the integration plans and the fulfilment of these plans with the new employees in these roles. Show less Responsible for profitable growth by managing the employee experience, talent development, and affective performance management. A strategic business partner providing coaching, training, and using the ability to influence to store leadership teams, district staff, and a peer group of District Human Resource Managers. Ensure compliance of federal and state regulations and company policy and procedures. Human Resources Generalist experience involving direct accountabilities in the areas of recruitment, selection, employee relations, affirmative action, benefits administration, and job analysis and compensation administration. Employee Relations Staffing/Interviewing Development programs/ District Discover Boards Facilitations of trainings: Leadership Universities, labor relations, Employment Practice Audits, New company initiatives, Diversity Performance Management / P&L Review Wolf EBN Employee Business Network start up and launch in district. Legal Compliance EEOC, EPA, AAP, DOL Show less

  • Employee Relations Manager

    Apr 2015 - now

  • Sr Manager Employee and Labor Relations

    Jul 2010 - now

  • District Human Resource Manager

    May 1999 - now