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Manager Sales

Location:
Piscataway, New Jersey, United States
Posted:
November 13, 2018

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Resume:

VICTORIA C. PASQUALE, MBA

*Greater New York City*

§ § § Email: LinkedIn: Direct: victoriacpasquale@(609) bit.ly/664-victoriapasquale 8995 gmail.com Chief Human Resource Officer

Unwavering passion for discovering and optimizing opportunities to improve culture and operational performance. Leads teams to exceed target objectives, boosting organizational efficiency and employee morale by increasing accountability in effective employee coaching, development, and performance management tactics. Committed to improving bottom-line profitability while achieving the highest levels of customer and employee satisfaction. Demonstrated expertise leading teams at all professional levels, resulting in record-breaking growth in employee and vendor/client engagement, greater profitability, and decreased costs. Highly skilled in internal and external marketing and public relations. Sets high expectations by applying exceptional communications and relationship building strengths with disciplined follow-through. Core competencies include:

§ Employee Relations / Counseling § Multi-Site Operations § Staff Training / Development § Business Turnarounds

§ Recruiting / Retention Strategies § Strategic Planning § Team Building / Motivation § Terminations / Discipline

§ Conflict / Crisis Management § Change Management § Labor / Employment Law § Client/Vendor Relations Education: MBA with Concentration in Human Resource Ethics, Bellevue University, 2009 Bachelor of Science in Marketing, Johnson & Wales University, 2002 Career Success

DROPCAR, 2018 to Present

CHIEF HUMAN RESOURCE OFFICER Greater New York City Area 2018 to Present: Human Resources and Operations leader for DropCar, Inc., managing a diverse national staff, encompassing employees at all levels. Strategic partner to CEO, CFO, EVP, and Legal Counsel for all things team, culture, and labor. Operational Impact and Focus: Hired for talent development expertise to maximize employee retention and streamline improvements in operational efficiencies. Responsible for driving change through a “team first” culture while restructuring productivity goals and new market/service expansion.

§ Achieved a 22% decrease in year-end spending by simplifying schedules, leveraging technology & shifting HRIS systems. Created a unique field manager training to alter operations based on dynamic business needs.

§ Executed a challenging corporate reduction in workforce; resulting in a 30% cutback in payroll and operational expenses, while expertly managing internal and external conflicts.

§ Spearheaded successful expansion into four new national markets through proper team planning and cost control measures; as well as developing special training and coaching for new leaders.

§ Implemented a breakthrough recognition program driving a 40% gain in employee retention.

§ Directed an affordable benefits program that allowed both full-time and part-time employees to have access to benefits; where previously unavailable.

§ Supported VP of Operations by creating an efficient business structure, growing client satisfaction and 100% on-time service delivery. Leveraging data analytics and team-focused tailored conversations; guided VP to drive growth and accountability within the Directors and Supervisors levels.

§ Championed a new workers’ compensation and liability insurance program rollout; encompassing better rates, and easier filing; resulting in 50% faster claim times and a 10% savings.

§ Introduced a coaching and corrective action program, including teaching leaders on proper conversations, appropriate communication and the importance of documentation.

§ Partnered with the New York Department of Labor on rolling out a small business pay system as well as documenting effect on employees and team culture.

VICTORIA C. PASQUALE, MBA, PAGE 2-303-***-**** § ac7onx@r.postjobfree.com ARAMARK, 2016 to 2018

REGIONAL VICE PRESIDENT Greater New York City Area 2016 to 2018: Led operations in the higher education division, managing $900M in total annual revenue serving 59 accounts at colleges and universities across 11 states in the Northeastern Region. Manage a team of 14 district managers and six functional business partners. Operational Impact and Focus: Hired for labor relation expertise designed to minimize disruption on the labor front as well as drive results through engagement and employee retention. Responsible for driving each account to meet financial goals, maintaining food production costs and vendor relationships, decreasing food waste and increasing profitability.

§ Achieved a 2% increase in year end profits by implementing a high-accountability approach with District Managers that increased their daily interactions with General Managers and front-line team members to improve team cohesion, communication, and coaching.

§ Developed a recognition program for over 16,000+ front-line employees, leading to a company record +24% year- over-year improvement in employee engagement.

§ Increased district manager accountability for employee retention, coaching/performance management, and recruitment of open positions in partnership with talent acquisition team, resulting in 36% turnover reduction in hourly employees and 38% turnover reduction in exempt employees, the largest single-year reductions in the company. This effort was key to meeting and exceeding profitability, cost controls, and vendor retention benefits.

§ Decreased waste costs by 14% by improving food selection, food productivity, and proper food handling practices.

§ Achieved 100% vendor retention across 400 vendors in the region, through enhanced vendor relationship management practices.

§ Created a high-performing team that demonstrates operational competency and sustainable team leadership.

§ Negotiated over 15 collective bargaining agreements across the region’s union accounts, preventing work delays and morale issues.

§ Secured more than a dozen new contracts by submitting strong bids and leading effective negotiations.

§ Supported expansion into international markets by presenting demonstrations of successful regional innovations to international clients and the support teams leading the expansion.

§ Hired 3 district managers with strong leadership experience from outside of the industry to increase innovation and effective leadership skills in the team. Promoted 4 internal candidates into DM roles. TARGET CORPORATION, 2001 to 2015

POSITION HELD LOCATION DATES

DIRECTOR HR & OPERATIONS MANAGEMENT EDISON, NJ 2014-2015 DISTRICT TEAM LEADER WINDSOR, CT 2012-2014

REGIONAL OPERATIONS MANAGER DENVER, CO 2010-2012

STORE TEAM LEADER DENVER, CO 2007-2010

FEXECUTIVE TEAM LEADER – HUMAN RESOURCES BOULDER, CO & KEARNEY, NE 2001-2007 KEY ACHIEVEMENTS AT TARGET COPORATION:

§ Recognized as a high performer through progressive leadership growth in multiple geographic markets across the Midwest and Northeast U.S., beginning with a team of 13 direct reports at a $50 million store, and culminating in oversight of 5000+ employees and a $540 million gross sales market.

§ Recruited for positions with businesses that required turnaround. Successfully drove strategic efforts to increase production and sales, grow diversity hires, improve guest satisfaction scores, decrease turnover, reduce employee injuries and absenteeism.

§ Achieved sales goals by leading territory out of moderate sales decline (13%) to (2%) by year-end, and a reduction in hiring costs with focus on retention and implementation of hiring best-practices.

§ Spearheaded dynamic people focused initiatives resulting in: reducing executive turnover by over 15% and increasing diversity hiring by 30% as well as diversity retention by 50%, developing succession plans with multi-year territory growth potential and consistent promotions of district managers.



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