Sales Human Resources

Joy English, SPHR

** ********* ****

Wynnewood, PA 19096

C: 267-***-****

E: **********@***.***

DIRECTOR, HUMAN RESOURCES BUSINESS PARTNER

Over twenty years of experience in Business with emphasis in Human

Resource Disciplines, specializing in Organizational Development,

Performance Management, Strategic Planning, Talent Management and

Onboarding

A business-focused human resources professional with a unique background in

operations / financial planning and a passion for organizational

development and performance management. Strategic business partner with 20

years of experience communicating and influencing across all levels of the

organization. Ability to create buy-in and promote a healthy, positive

work environment by investing time and effort into onboarding and

development programs, as well as implementing performance review processes.

Skilled at building top performing teams, launching new systems and

establishing departments from scratch. An action-oriented professional who

delivers solutions by leveraging strong analytical skills and business

acumen with expert interpersonal skills. Energetic and enthusiastic self-

starter ready to take on new challenges within a collaborative and

innovative environment.

CORE STRENGTHS

Performance Management Financial Analysis Organizational Development

Strategic Planning Workforce Planning Coaching

New Hire Onboarding Change Management Cross-functional

Talent Management Employee Relations Partnership

Employee Retention Learning and Development Relationship Building

Succession Planning

PROFESSIONAL EXPERIENCE

Urban Outfitters, Philadelphia, PA 1998 - 11/2013

International retailer with annual sales of $3 billion and 23,000

employees

Director, Human Resources, Learning & Development (2008 - 11/2013)

Selected by brand CEO to create HR, learning and development function for

the Home Office staff. Provided team-oriented strategies that inspire a

culture of strong talent development and employee engagement to a client

base of 500 corporate employees. Served as HR Business Partner for the

brand, collaborating with 18 senior executives / managers across the

business to identify department needs and translate them into executable

talent initiatives from a people's perspective in terms of bench

strength, retention, and development. Responsible for HR operations

and policies that involved onboarding, performance management and

succession planning resulting in a reduction in buying staff turnover

from 29% to 18%. Managed and coached Business Intelligence Manager and

Brand Training Coordinator to execute business initiatives which enhance

the credibility of the HR function.

. BUSINESS PARTNER: Collaborated with 18 senior executives / managers

to determine HR requirements needed to achieve optimum delivery of HR

services in support of overall business goals for a client base of 500

employees.

. TALENT DEVELOPMENT: Created Merchant Development Program, providing

participants with knowledge of corporate history, entrepreneurial

culture and buying objectives. Partnered with 35+ senior executives

from Distribution, Buying, Planning, Production, Finance, and IT to

facilitate sessions. Successfully graduated 150 employees over 6

years.

. PERFORMANCE MANAGEMENT: Oversaw the annual merit review process

ensuring colleagues were aligned on key dates for completion.

Implemented a performance management system (SuccessFactors) with 100%

participation in client group. Launched process to ensure a culture

of consistent feedback via midyear reviews and 360 feedback.

. CHANGE MANAGEMENT: Responsible for executing the following people

changes during the consolidation of 2 buying teams (totaling 300

employees) - partnering with President to run focus groups to hear

employees concerns on the merger, managing the training on new systems

/ processes and scheduling the handoff of areas of responsibility in

order to minimize disruptions resulting from the changes.

. ONBOARDING / SELECTION: Collaborated with hiring managers to design

and implement onboarding process. Fostered change while implementing

best practices to drive retention and open communication. Conducted

behavioral interviews for key positions.

. OPERATIONAL POLICIES: Provided strategic consulting to launch new

operations department, ensuring alignment between job roles and

business outcomes. Played key role during interview process for

initial hiring phase. Collaborate with BI Manager in creating

procedural documentation for data entry policies for order management

process.

Joy English, SPHR

11 Greenhill Lane

Wynnewood, PA 19096

C: 267-***-****

E: **********@***.***

PROFESSIONAL EXPERIENCE (continued)

Director, Merchandise Planning (2004 - 2007)

Hired, coached, and developed quality team of 6 - 10 planners. Created

succession plan based on strengths of each direct report and secured

promotions for key staff members. Led team to create strategic financial

plans totaling $500 million in sales for retail brand.

. BUDGETING: Established annual multimillion dollar sales budget for

brand allowing for growth, by distorting appropriate departments while

maximizing profitability. Achieved gross profit plan 6 out of 8

seasons.

. COMPENSATION / STAFFING: Managed salary budget and structure for the

planning department. Applied behavioral interview techniques to

select the best candidates for open positions as the team grew.

. BUSINESS PARTNER: Met with President and each divisional merchant

team on a monthly basis during OTB meetings to analyze data, present

findings and propose solutions to drive the business.

. LEARNING & DEVELOPMENT: Facilitated training on Retail Financial

Planning and open-to-buy process for new hires.

. PROCESS IMPLEMENTATION: Launched new assortment planning process with

style and quantity purchasing guidelines, attribute plans and strategy

to balance planned receipt dollars between new and reorder items.

. NEW SYSTEM LAUNCH: Implemented new P&A system (NSB). Documented

business process and trained team in proper utilization of the system.

Senior Planner (1998 - 2004)

Brought into the business to expand Women's product offerings and drive

profitability for rapidly growing business. Balanced financial goals with

current sales forecast and the ability to distort merchandise areas in

order to maximize sales and gross profit. Supported rapid growth from 31

stores to 171 stores in North America.

. PROCESS CHANGE: Constructed new process for markdown systems to turn

inventory faster, implement new pricing structures and create uniform

processes for multiple stores. Decreased turn by up to 3 weeks.

. FINANCIAL ANALYSIS: Developed markdown methods to meet divisional

sell-off goals, monitor sales of current markdowns and take further

redlines on a timelier basis.

Lord & Taylor, New York, NY 1996 - 1998

Iconic American department store

Senior Planner (1997 - 1998)

Planner (1996 - 1997)

Received several fast-track promotions to oversee largest area in the

business. Directed a team of 10 - 15 planners / analysts to maximize

stock allocation with emphasis on monthly distribution orders to 73

stores. Partnered with divisional managers to optimize revenue gains in

trending stores by analyzing sales and stock at the department, vendor,

and class level. Monitored new store opening stock plan and resolved

over/under stock situations as necessary. Maintained basic replenishment

systems with models and promotional orders.

Additional Experience 1993 - 1996

Planning and Management positions held at Macy's and Belk Stores Services

EDUCATION & PROFESSIONAL DEVELOPMENT

Bachelor of Science Degree - Marketing/Communications/Merchandising May

1993

Albright College, Reading, PA

Certificate - Professional Human Resource Management May 2014

Villanova University

SPHR certification June 2014

Professional Memberships: Greater Valley Forge Human Resources Association

(GVHRA), Philadelphia Society of People & Strategy (PSPS), Association for

Talent Development (ATD)

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