This document summarizes the experience and qualifications of an individual with extensive experience in human resources, training, leadership development, and business management. They have a track record of developing customized training programs that improve employee performance and business processes. They also have experience coaching managers, analyzing business metrics, and increasing various performance indicators such as sales, customer satisfaction, and employee engagement.

1. Committed, resourceful PHR certified District Training Manager with a stellar record of elevating organizations
by utilizing a unique approach to leadership. Optimize company performance and consistently achieve project
results that increase ROI and deliver a cost savings. Develops customized training designed to maximize
employee performance and drive improvements to existing business processes. World-class leader who
implements leading edge technology platforms and develops system requirement documentation. Extensive
experience in field HR management responsibilities. Expert in program and event development – VP Programs /
Events, ASTD Suncoast Chapter 2013. A collaborative leader who focuses on coaching and engagement to
capture and utilize best practices and ideas. Fosters utmost workforce morale, performance and retention. Adept
at creating high performing teams and providing inspirational leadership.
Business Analysis Policy Development & Integration Organizational Development - Human Resource
Development - Leadership – Executive Coaching – Mentoring - Employee Engagement - Change Leadership –
Team Dynamics – Performance Management – Project Management – Program Design – Curriculum
Development – Facilitation/Presentation – Adult Learning – ADDIE
Coaching and Leadership: Trained managers on coaching for target item product knowledge achieved top 10 in
company results and top in region results at 96% of targets achieved on a company average of 54%
Training and Professional Development: Utilized Adult Learning Principles to develop structured training
content and activities for truck process and delivery scheduling in Instructor Lead Training and computer based
learning environments resulting in a company BEST PRACTICE
Bottom Line Performance: Encouraged outstanding business results by focusing on specific behaviors and
coaching / training team members. Increased average dollar sales (ADS) by $.26 and units per transaction
(UPT) by 4 Basis Points
Coach of Coaches (Training Manager)
Conduct needs analysis, including conferring with management, to determine leadership development program
content and priorities. Partners and coordinates efforts with training professionals to develop training courses
and communication support materials in line with needs assessments. Design and implement leadership
development programs for adult learners to maximize student acquisition and retention of knowledge, skills and
abilities. Develop instructional materials to provide individual and/or team coaching to “Frontline Managers” to
instill the idea of effective coaching that creates sustainable behavioral change. Create communications for the
market and provide program details for leadership and organizational development program offerings.
Remove barriers to team building through teaching front line managers to understand their team members and
recognize the contribution they make towards the success of the unit resulting in employee attitude scores
positively increasing
Train managers on specific coaching skills to recognize these contributions using 1 minute praise, 2-4 minute
feedback, and immediate redirection creating employee engagement and improving customer satisfaction
measurements
Collect and analyze both quantitative and qualitative data on ROI from the coaching and ongoing training,
conduct research on trends, best practice programs, and technology offerings supporting leadership and
organizational development.
Design and conduct formative and summative evaluations after the training and use it to develop future
instructional materials and follow up training delivering a 100% satisfaction rate with the program
Increase customer service satisfaction, employee engagement, and bottom line results through driving an
organizational transformation

2. District Manager
Develop top line business results on the P&L of a $45,000,000 district, and bottom line results positive NOI.
Assisted with development of annual expense and training budget. Completed cost proposals on programs
including completing bidding process and required documentation. Identify, recruit and develop future leaders
through on-boarding, new hire orientation and ongoing training. Field HR first respondent to include EEOC
complaints, DOJ mandated training, Title 2 and Title 7 investigations, Workman’s Comp Claims, Workplace
Harassment Investigations.
Awarded “Team Strength Award” (2009, 2011) for developing business acumen within district and region
Improved net operating income (NOI) maximizing profitability by growing percent to total (%TTL) in retail
sales dollars by 14 Basis Points
Developed the store management team within the district to provide legendary customer service by observing
interactions and using 2-4 minute feedback and 1 minute praise coaching
Analyzed Guest Loyalty program scores to identify key drivers and developed action plans resulting in a
decrease in complaints from 3% to 1%
Led special training and development projects including researching items and establishing reports for the HR
department
Participated in and led project meetings for shift leader and merchandise handler development
Communicated project status, challenges, updates with HR team and key project contacts in operations and
training departments
Monitored and managed district-wide management staffing levels for peak season and controlled hourly
employee total turnover to 56% for district; on a goal of 90% by coaching and developing the team while
ensuring a culture of learning and development exists
Recognized, acquired and retained top tier talent: identified and developed core internal talent; achieving and
maintaining district operational requirements of bench talent at all times for leadership positions
Mentored and developed a team of high performers resulting in 16 internal promotes in varying positions over
eight years - used internal systems: IDP’s and training curriculum to develop high potential talent
Project Manager – Training Manager
Assigned the implementation and evaluation of new company programs and initiatives in select markets and
acted as an executive coach to leaders in the market for successful execution of programs. Leadership of Team
Engagement and Project Store. Designs, develops, implements, and facilitates leadership development
programs and other Learning & Organizational Development offerings. Leads and/or supports projects related
to leadership development. Facilitate a variety of training sessions using tools and techniques for adult learners;
facilitate programs supporting employee, team, and leadership development.
Developed, revised and implemented custom and standard training packages including role plays, manuals,
exercises, and other resource materials using adult learning principles and the ADDIE model
Built ongoing leadership development programs to develop human capital assets - championed and
implemented coaching for sustainable behavioral change programs providing an increase in employee attitude
scores from 50% satisfied with leadership to 75%
Created and presented floor management workshop for region - empowered employees, based on workshop
training, to exceed customer expectations, resulting in “Mystery Shop” scores at 90% or better
Assisted in development of region/district implementation plans to support execution of regional and company
initiatives and achieving positive sales growth of 101- 110%

3. Designed, developed, implemented, evaluated and coordinated leadership development and organizational
development programs in line with needs analysis and succession planning efforts; resulting in 2 internal
promotions to Store Manager
Recommended solutions for performance issues and potential areas of training selecting appropriate
instructional strategies resulting in 25% reduced PIP’s year over year in the districts assigned
Supported new practices and processes to improve the efficiency of training services offered, tracked and
reported training hours for monthly and annual reports.
Developed and facilitated labor management workshop for Tampa area trainees resulting in district labor
maintained below 1% of goal
Delivered on-boarding and recurrent ongoing training for Customer Service and Sales resulting in a turnover
decrease to 53% from 98% on a company goal of 90%
PHR, Professional Human Resource – Human Resource Certification Institute
MBA, Masters in Business Administration - Leadership Concentration, Argosy University; Tampa, FL
BS, Business Management – Organizational Development and Management, Argosy University; Tampa, FL
Human Resource Management Certification, Workforce Planning and Management, Risk Analysis, Business
Management and Strategy, Human Resource Development, Compensation and Benefits, Employee and Labor
Relations, Villanova University; Tampa, FL
MCBB – Masters in Cracker Barrel Business: Coaching for Sustainable Behavioral Change, Conflict
Resolution, Negotiation, and Performance Management Certified
Kepner Tregoe Decision Analysis, Potential Problem/Opportunity Analysis. Situational Analysis Certified
Wicklander Zulwaski Interview and Interrogation Technique 1 Certified
Blockbuster - Project Management Certification, Change Management Certification, Executive Coaching
Certification, Force Field Analysis Trainer Certified
MOHR Learning, Power of POST – Retail Customer Service and Product Knowledge Trainer Certificates
From The Front Management – Coach/Trainer Certified
IBCT – Associate Trainer, Train the Trainer Certified