Brock Holloway Resume

1. 1 www.linkedin.com/in/brockholloway | twitter:
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BROCK HOLLOWAY
Senior District Manager |Retail ManagementExpert | Sales and
MarketingExecutive
(347)801-9113
bsholloway55@yahoo
Global ConsumerSales andManagingExecutive with 20 years of experience and a passionfor building iconic global brands.
Leader with long-termglobal strategic visionandsuperior record of new businessdevelopment, newproductdevelopment,
revenue growthand innovationwhile fostering a collaborative, high-performingteam culture.
GLOBAL MARKETING & STRATEGIC PLANNING  BRAND EQUITY MANAGEMENT  CLIENT RELATIONSHIP MANAGEMENT  NEW
BUSINESS DEVELOPMENT  STRATEGIC PARTNERSHIPS  CONTRACT NEGOTIATION  CONSUMER PRODUCT & RETAIL MARKETING
MACY’S BROOKLYN, NEW YORK | 2011-Present
Vice President, Store Manager
Drive sales and selling with focus on the Macy’s customer using Stores Own Sales, Balanced Scorecard and My Macy’s processes. Oversee and
promote all storewide activities related to selling/service, merchandising, sales promotion, store management and maintenance, expense
management, shortage prevention and sales support. Manage, train, coach and develop team of approximately XXX employees.
 Increase Brooklyn Store sales volume from $87million to $90million
 Determine business-driving opportunities by leading and participating in store-focused Deep Dives
 Effectively communicate merchandise needs to District Merchant and Planning team in support of My Macy’s
 Ensure consistent execution of merchandise presentation, sales and event set-up, sizing, pricing and signing standards
 Provide leadership in delivery of all Macy’s initiatives by clearly communicating team objectives and priorities
MACY’S PARKCHESTER, NEW YORK | 2010-2011
Vice President, Store Manager
Led the push toward selling through coaching, follow-up and recognition. Coached Executive Team to deliver Associate Star Reward
application goals by reinforcing new account benefits. Establish high-level of shortage awareness and effectiveness by ensuring
implementation of all policies and procedures.
 Increased Parkchester Store sales volume from $33million to $36million
 Coached Associates and Executives to consistently deliver selling behaviors resulting in high CRL engagement rate
 Reviewed and utilized all scorecards, including Selling Area Scorecard and Associate observations
 Ensured “Coach in Charge” and “Executive in Charge” presence throughout the store
 Encouraged Sales Managers to actively coach their Associates using the weekly Associate Scorecard metrics (Volume, IPT, AS,
Loyalty)
MACY’S HICKSVILLE, NEW YORK | 2008-2010
Vice President, Store Manager
Recruited a qualified team of selling-focused Executives with the goal of building a bench for future advancements and promotions. Ensured
required Associate & Executive training is conducted on a timely basis and ensured assigned mentors engagewith new h ires. Built a
recognition culture by executing the Macy’s recognition program with energizing and engaging storewide rallies.
 Actively filled open positions by prioritizing internal Associates in Commission, Specialist and High Level selling areas
 Conducted ongoing Talent Analysis of Associates and Executives by establishing career progression plans for key players and
positions in order to match best talent resulting in retention of best people and turnover reduction
 Utilized review process as a tool for Executive talent development, promotion and advancement
MACY’S NEW YORK, NEW YORK | 2007-2008
District Merchant, NYC Metro District
Drove sales and margin within the district by identifying and recommending merchandise assortment opportunities and deficiencies. Directed
the merchandising execution through oversight of visual presentation standards and execution. Coached and developed to improv e selling
capability. Organized by GMM area (e.g.Men’s) and responsible for approximately 13 stores.
 Oversaw the execution of consistent merchandise presentation through hands-on implementation and training in-store
 Coached employees to drive improvement in selling through emphasis on building product knowledge at the individual store level
 Identified store-specific merchandise assortment opportunities (including vendor adds, edits, distortions and opportunities)
 Supported local marketing efforts for doors in district and made recommendations to District Planner

2. 2 www.linkedin.com/in/brockholloway | twitter:
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MACY’S HERALD SQUARE, NEW YORK | 2005-2007
Assistant Store Manager
Drove sales and selling through the utilization of Stores Own Sales, Balanced Scorecard, and My Macy’s process. Directed all activities
related to selling & service, merchandising, sales promotion, store maintenance, expense management, shortage prevention and sales
support functions for a multi-million dollarportion of the store, as well as assisting the Store Manager in the store-wise execution of
these activities. You will be responsible for the training, coaching and the development of a team of Executives.
 Drove sales by leading and owning Stores Own Sales tactics execution and action planning process
 Ensured Executive team adheres to Black Box Report process supporting action plans focusing on deficient areas
 Determined business-driving opportunities by leading and participating in store-focused Deep Dives
 Supported the My Macy’s process by communicating merchandise needs to District Merchant and Planning team
 Coached Executive team to motivate Associates to solicit Star Reward application goal by reinforcing the benefits of new
accounts
 Built a recognition culture by executing the Macy’s recognition gram through energizing and engaging storewide rallies
 Actively filled open positions prioritizing internal Associates in Commission, Specialist and High Level selling areas
 Conducted ongoing Talent Analysis of Associates and Executives by establishing career progression plans for key players and
positions in order to match best talent resulting in retention of best people and turnover reduction
MACY’S QUEENS CENTER MALL, NEW YORK | 1999-2005 / NANUET MALL, NEW YORK 1990-1999
Merchandise Team Manager
Supported Stores Own Sales and My Macy’s processes by directing the daily merchandise support functions for a multi-million dollar
family of business. Responsible for the merchandising and signing teams with a primary focus on making departments, merchandi se
and floor customer-ready for business.
 Drove sales by leading and owning Stores Own Sales tactics execution and action planning process
 Utilized Black Box Report process to identify opportunities and partner with Sales Managers to execute
 Analyzed merchandising reports to review business results and take appropriate action to capitalize on business strengths
and impact deficiencies
 Directed merchandise receipt placement, replenishment and sales promotion set-up; partner with Executive team to plan
and execute floor/fixture moves, merchandise placement and presentation
 Used tools and analyzed documents for forecast workload and allocated resources as needed
 Built a recognition culture by executing the Macy’s recognition gram through energizing and engaging storewide rallies
 Executed all price changes, markdowns and signing; led team and ensured accuracy
 Recruited, selected, trained and managed Associates
MACY’S PAKCHESTER, NEW YORK | 1997-1998
Sales Manager
 Drove sales by leading and owning Stores Own Sales tactics execution and action planning process
 Led the push toward selling through coaching and recognition
 Owned and utilized Black Box Report processes and implemented action plans focused on deficient areas
 Identified best sellers and key items; communicated merchandise needs to optimize the My Macy’s process
 Ensured accuracy of promotional presentation; communicated advertising and sales information to Associates
 Partnered with Merchandising team to plan and execute floor moves, merchandise placement and sales set-up
 Actively filled open positions prioritizing internal Associates in Commission, Specialist and High Level selling areas
 Conducted ongoing Talent Analysis of Associates and Executives by establishing career progression plans for key players and
positions in order to match best talent resulting in retention of best people and turnover reduction
EDUCATION ANDPROFESSIONAL AFFILIATIONS