Alexis Childers

**** ******* ***** ********, ** *8185 § 734-***-**** § ad4khp@r.postjobfree.com

Professional Summary

Senior Level Manager § Talent Management § Training & Development

Training, coaching, and motivating teams in achieving all operational and financial metrics.

Results-focused management professional offering more than 25 years of experience in senior-level leadership for Fortune 100 companies. Recognized for ability to incorporate innovative management techniques, systems, processes and procedures to enhance business practices, increase productivity and boost revenues. Talent for forging strong relationships with key decision makers, other managers and channel partners.

Specialty experienced multi-unit leader in Fortune 100 companies with proven track record in growing sales, top-rated customer service and operational results. Highly engaged leader focused on developing, recruiting and retaining top talent. Successful in change implementation and with turnaround leadership roles.

Comprehensive background leading all aspects of people operations (i.e. P&L, merchandising, driving top line sales, customer service, inventory, personal and payroll management).

Advised leadership and led employees in executing strategic initiatives that resulted in expense avoidance, increased profitability, and improved competitive advantage in an economically challenged territory.

Lead exemplary customer-focused environments through genuine connection and engagement.

Recruit, train and retain top talent both within the organization and externally.

Responsible for driving profit, top rated operational results and best in class service cultures.

Partnered with cross functional teams in Human Resources, Headquarters, Distribution, Assets Protection, Facilities Management.

Demonstrate strengths and accomplishments in:

Benefits Administration Hiring & Orientation Programs Training & Development

Regulatory Compliance Labor & Community Relations Informed Problem Solving

Root Cause Analysis Cross-Functional Leadership HRIS Management

Professional Experience

HR Business Partner (2021-Present)

Amazon Logistics/Amazon.com- HR Business Partner supporting 500 Amazon associates and a team of 10-15 leaders and support groups. Work with Regional Leaders and Directors in both HR and Operations to ensure a world class work experience for associates and leaders in delivery stations. Helped lead and create all people initiatives while supporting our internal customers and driving HR functional excellence and process improvement.

Drive Results: Was promoted to drive change in a region that was underperforming and that had a lack of talent. Help deliver results by driving accountability and hiring and developing the best. I was able to manage talent quickly and able to secure internal talent to help stabilize underperforming sites and help drive improved metrics, culture and engagement.

Leadership Development: I was the single threaded leader supporting a team of 10 other leaders in running our rampdown efforts for AMZL in Peak 2021. With my leadership and the teams effort we successfully released over 10,500 seasonal associates in a 10 week period in early 2022. This project led to several members on the team getting promotions and found minimal escalations from the ERC ( Employee Resource Center).

Succession Planning: Tracked People Metrics for the Detroit/North Central (Attendance, Attrition, Worked Hours Violations etc.,) POC for all onboarding Human Resource professional to ensure a streamline of quality talent with little to no learning curve.

Fulfillment Associate (2017-2018) Operations Administrator (2018-2019) Human Resource Assitant (2019-2020) Senior HRA (2020-2021)

Amazon, North America Customer Fulfillment (Livonia MI)- People Leader at the Amazon Fulfillment center in Livonia, Michigan. Work with Senior and Regional Leaders to develop and implement HR plans and solutions in order to achieve strategic business initiatives and deliver results. Helped launch a Fulfillment center with 1,900 associates and helped create a dynamic associate culture and have consistently been one of the top engaged sites in our region.

Drive Results: Launched the last FC in North America in 2017 hiring and training 1,900 associates in just 8 weeks. Used my ability to understand business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the company. Strong ability to influence and partner with different levels of the organization to achieve results.

Leadership Development: Partnered with business on organizational design, workforce planning, succession planning and skills assessment. Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention and employee experience. Provide management coaching to build leadership capabilities to address all employee relations issues. Demonstrated the ability to coach leaders and supervisors to use company best practices for maximum effectiveness. Helped develop and promote 6 internal promotions within my support team.

Engagement: Worked with business groups to assess, create and implement innovative solutions for a variety of employee engagement initiatives within my client group. Provided ongoing support to the leadership team on Human Resources related matters, policies and procedures, salary planning, approval of salary actions, promotions and job re-leveling.

Owner/Operator (2010-Present)

Genesis Hair Salon (Livonia, MI)– Held total business responsibility with a sales ranging from $350K- 550K dollars in sales. Delivered sales growth by providing a positive guest experience, overseeing trend-right merchandising, and enthusiastically leading the team at all levels.

Leadership Development: Recovered a turn around effort through performance management of 15 Stylist’s, as well as streamline sales and logistics processes.

Financial Accountability: Improved Controllable expenses by $15,000 and helped improve shortage in 2014 by $42,000 in supply controllables. I have shown the ability to improve financial accountability since ownership in 2014. Increased business bottom line P&L by developing innovative marketing programs and creating company branding.

Safety: Served as a strategic partner with OHSA to ensure all government/state items were continually in compliance.

Human Resource Manager (2003-2005)

Lowe’s Home Improvement (Tulsa, OK) – Promoted to HR Generalist with accountability for benefits, compensation, orientation, training, talent management, and employee relations. Created a positive workplace environment that contributed to Target’s commitment to being an employer of choice.

Employee Relations: Hand picked as Employee Relations Resource for 300+ employees and Department Managers, leading investigations into employee concerns (harassment, wrongful termination, pay and benefits, scheduling, etc.), mediating situations, and resolving issues at the store level. Acted as a liason between HQ, Legal, and the district in order to facilitate corrective action decisions and drive new company directives within the human resource realm.

Leadership Development: Facilitated 40+ training courses for leaders on Coaching and Corrective Action, Compliance, Leadership Development Action Plans, Succession Planning, and HRIS. Successfully certified over 425 employees with Hi-Lo certifications.

Succession Planning: As District Employee Relations Resource, facilitated and implemented talent development and succession planning.

Hiring: Coordinated hiring/training for over 425 team members, filing all positions for critical times in order to drive sales and service for the company.

Customer Satisfaction: Through staff training and development, consistently delivered high guest-satisfaction survey results at top 15% in the state of Oklahoma.

Education

University of Phoneix, Mesa, AZ

Human Resource Management

Professional Development: Behavioral Interviewing, Coaching and Corrective Action, Cultural/Diversity Connections, Leadership Development: Leadership Statuses, Goal Plans, GAP’s Analysis, and Talent Placement Assessment, Leading Through Organizational Change, and Leading through Generational Differences

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