Wen Tung

**** ******* ***** *****, ******** Ohio 43240

Mobile: 614-***-**** Email: acqme0@r.postjobfree.com

Education

Ohio State University, Columbus, Ohio

Bachelor of Arts, Psychology (2005)

University of Phoenix

Master of Business Administration (2009)

University of Phoenix

Coursework in Human Resources Management (2009)

Professional Experience

drivetime, Columbus, OH

operations manager/Interim General Manager 2013- Present

nManage 60 hourly employees.

nManage 4 salaried members of management.

nProduce 140 to 160 cars each week for retail stores.

nProduce the required amount of cars each week while still maintaining quality that meets the company’s standards.

nReduce reconditioning costs by sourcing parts through various vendors or creating innovative ways to repair the vehicle without replacing all components.

nReduce reconditioning costs by controlling supplies used by the employees and outside personnel. This is accomplished throughout the week via weekly reporting.

nReview the Bottom Line Management statement monthly. This ensures that the facility is in line with the company’s allowance for expenditures.

oIf there are charges that are abnormal, further research is required to ensure accuracy.

oWhen there are charges higher than other facilities, further research is required to understand why and how this can be rectified.

nConduct daily, weekly and monthly meetings with the Management Team to discuss goals and solutions for the business.

oTopics include but are not limited to:

Personnel need/labor hours needed

Production goals week to date, month to date and year to date

Strategies for the week and month to meet production

Execution plan for new company initiatives or new retail store openings within a given timeline.

Who will be needed to execute

How many hours will be needed.

A step-by-step strategy will be discussed with the Manager that is in charge of the project.

Discuss any concerns related to the physical facility

Coordinate with the Real Estate department and Assistant Director for costs and approval.

oConduct weekly meetings with individual Manager to discuss areas of opportunity and strengths pertaining to his/her prospective area. Develop a strategy to address the concerns.

oConduct weekly meetings with Managers to discuss his/her employees’ progress. Develop an action plan for him/her based on his/her career goals. Regroup with the employee monthly to discuss his/her progress and the next steps.

nHire, onboard and train new associates on policies and procedures.

oReview staffing model weekly and staff accordingly.

oCoordinate with the Recruiting department with needs for the facility and actively recruit in person at career fairs or visit other competitors.

oInterview, hire and onboard potential candidates based on qualifications.

oIntroduce the new employee to basic policies and procedures set by the company. Teach them how to utilize company technology and what resources are available.

oFollow up with the employee daily to check for understanding and any questions that may arise.

oFollow up with the new employee’s Manager of the employee’s progress. Coach the Manager on how to provide timely professional feedback to the employee.

nPerformance manages using SMART goals.

oCoach the Managers on how to provide timely feedback using SMART goals.

oPartner with Human Resources department and Assistant Director for action plans.

nOversee the annual performance reviews for all employees.

oSubmit reviews for the Managers.

oEdit, proofread and provide feedback for the reviews submitted by the Management Team for the hourly employees prior to submission to Human Resources.

nReview and control labor costs for the facility

nBuild and maintain a cooperative relationship with the retail stores.

oAsk for feedback/advice on a regular basis and apply feedback to finished goods.

oConduct monthly face-to-face meetings with the retail team via retail visits.

HARBOR FREIGHT TOOLS, Columbus, OH 2007 to 2012

A national retailer of quality tools, garage/shop equipment and related products, in business since 1977. Presently the company operates more than 400 stores across the United States.

Regional Trainer, East Region (North Carolina through Maine), 2009-2012.

Trained newly hired or promoted Store Managers on the current policies and procedures.

Visit stores to ensure compliance.

Follow up with new Store Managers on a regular basis to ensure all concepts presented earlier was retained. Assist in any concerns that may arisen.

Be a support system for the retail team.

Identified, retained and developed talent within the company.

Developed a new, comprehensive and innovative training program for the company.

Provided support and feedback for stores.

Assistant Manager (2007-2009)

Assisted store manager maintain company standards, ensuring that all tasks from Home Office were carried out.

Increased store profitability through merchandising and sales.

Trained new employees about their daily functions, as well as company policies and procedures.

WAL-MART, Columbus OH 2000 to 2007

Assistant Manager (2007-2007)

Provided customer service, both directly and as a supervisor.

Helped to maintain company standards in the store, adhering to company rules and policies.

Directly supervised 50 employees in the store.

First In Line Intern (2004-2005)

Learned functions of every position in the store, working in each area.

Partnered with management team for training.

Worked on both sales floor and in the store offices.

Overnight Stocker (2002-2004)

Restocked the store, cleaning and organizing for the next business day.

Cashier/Customer Service/Layaway Staffer (2000-2002)

Processed point of sale transactions.

Handled customers with general questions, returns and basic complaints.

Responsible for storage, processing and retrieval of layaway items.

SKILLS

Retail Management

Operations Analysis

Staff Training & Development

Customer Service

Retail Operations

Sales

Human Resources

Chinese Fluency

Communications

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