KIMBERLY KEATON

Phone: 678-***-****

Email: adrvsl@r.postjobfree.com

Address: ** ******** ****, *****, ** 30141

CAREER OBJECTIVE

Corporate Human Resources professional offering a 20-year career with experience in multi-unit/state managing, HR- Operations, talent recruitment, developing and executing recruiting plans within both corporate and in-house settings. Excellent business acumen, leadership abilities, organizational skills, time management, teamwork, and sales expertise. EXPERIENCE

SENIOR CORPORATE HR MANAGER-COMPANY CULTURE & BRAND MANAGEMENT — Hoshizaki America Corporate Office

Peachtree City, GA, February 2022 - June 2022

Responsible for developing and implementing strategic approaches for all human resource functions, including organizational design, performance, engagement, staffing, training and development, compensation, benefits, and compliance.

• Design and manage all aspects of recruitment and hiring, including attraction, application review, interviewing and pre- employment testing, selection, and negotiation to build a high- performing and cohesive team.

• Oversee new hire onboarding to ensure that staff members are effective and efficient in their jobs and gain a broad knowledge of the organization and the communities we serve.

• Oversee offboarding process for departing employees; communicate trends and concerns to the Leadership Team.

• Develop a comprehensive staff engagement program and organization learning agenda that includes job specific training, professional development, and performance management.

• Oversee compensation program to ensure equity and talent retention.

• Partner with the Leadership Team to build and maintain a robust organizational structure that supports the achievement of the organization's goals.

• Lead and facilitate organizational or department changes for the CEO and Leadership Team.

• Advise Leadership Team on how to best sustain a culture that suits our mission, supports our staff, and addresses any individual performance, interpersonal and communication issues in our workplace.

• Embrace and honor the diversity of Hoshizaki and ensure our talent management and recruitment is done with a commitment to equity.

• Lead staff engagement, serving as a critical communication link between Leadership Team and staff, so all employees feel a sense of connection to the organization.

• Create and maintain company-wide human resource policies and practices responsive to the needs of the organization and its talent.

• Maintain knowledge of trends, best practices, and modern technologies in human resources. CORPORATE HUMAN RESOURCES MANAGER — Phoenix Crane Rental Services Corporate Office Mableton, GA, December 2019 - February 2022

Responsible for managing employee services, policies, and programs. Work collaboratively with the President, VP, CFO and Director of Operations. Responsible for all employee activities, documents, and compliance

• Leads talent management and succession planning efforts, with focus on increasing diversity for the Region.

• Champions functional team in creation of Phoenix Crane, Dixie Erectors, and Phoenix Rigging New Leader Onboarding Program, designed to care for and positively impact employee experience.

• Identifies, creates, and implements formal performance management guidelines that reduced inconsistency and increased productivity, leading 20 of 26 supervisor teams meeting or exceeding performance expectations.

• Ensures company compliance with all existing governmental organizations.

• Reviews and fulfills reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act

(ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), Department of Transportation (DOT) and so forth.

• Maintain minimal company exposure to lawsuits and minimize risk.

• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

• Designs, directs, and manages a company-wide process of organization development that addresses issues such as workforce development, key employee retention, organization design, and change management.

• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Internet use.

• Identifies and monitors the company's culture so that it supports company goals and promotes employee satisfaction.

• Keeps the executive team informed of problems that could jeopardize the achievement of company goals, and those that are not being addressed at the lower management level. CREATIVE DIRECTOR/BUSINESS BRAND-OPERATIONS MANAGER — 135 Luxury Hair Boutique Line/Accessories Start-Up

Atlanta, GA, December 2018 - January 2021

Responsible for driving all activities required to achieve profit objectives and HR legal compliance for start-up company through managing a team of 15 brand ambassadors /consultants, recruiting, coaching, and building talented committed and high performing teams that work together to provide excellent consumer experience.

• Managing and controlling the operating expenses and achieving operational excellence and brand standards.

• Aligned creative functions and developed systems for producing multi-disciplinary creative work that supports strategic plans within a fast-paced start-up environment.

• Provides feedback to support the development and evolution of the 135LuxeHair brand presence, through our retail concept and outside of the box thinking and innovative initiatives.

• Creates and supervises production of printed materials in support of product awareness, brand identity and sales.

• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.

• Screens applications, performs background checks, administers payroll and benefits.

• Hires, supervises, and motivates a staff of 15 members to increase their efficiency; ensures staff is well-versed regarding clients' requirements and expectations in compliance with 135LuxeHair standards.

• Organizes training programs, posting open positions, and pre-screening qualified candidates for sales team.

• Coordinates on-boarding process conducted new hire orientation and facilitated completion of paperwork.

• Works collaboratively with Retail, Visual, Marketing, Operations, and owner to support and participate in ongoing territory planning and business reviews to drive retail operations and sales goals.

• Responsible for identifying and developing the competencies and leadership skills of the management team to build a high-performance culture and high potential team.

DISTRICT SALES/HUMAN RESOURCES-OPERATIONS MANAGER — Barnes and Noble Retail/Café District Corporate Office Store

Morrow, GA, March 2015 - December 2017

Responsible for overseeing the corporate office store location in addition to 22 stores in Southeast markets (District Sales Volume $25M-$40M, Store Sales Volume $1.5M-5M). Entrusted with planning and implementing budgets, policies, and procedures related to staffing, labor relations, training, compensation, and compliance. Successfully executed and the visual merchandising standards as well as the reputation of individual stores consistently.

• Developed and taught extensive training programs for management/employees on diversity inclusion, leadership, change management, sexual harassment, and legal compliance (22 Store Managers and 15 HR Generalists).

• Identified, created, and implemented formal performance management guidelines that reduced inconsistency and increased productivity, leading 20 of 26 supervisory teams meeting or exceeding performance expectations.

• Designed an employee engagement strategy that improved morale, retained talent, and business continuity through multiple changes with the executive leadership team.

• Built strong relationships with senior management, hiring managers and HR Business Partners to enable systematic decision making across the team.

• Created and implemented safety protocols that successfully reduced workplace incidents by 25%.

• Championed and headed functional team in creation of New Leader Onboarding Program.

• Regional Full-Cycle Recruiting of store managers, MITs, and employees (Ceridian/Taleo/Dayforce).

• Designed and developed comprehensive interview guides to improve candidate quality through testing both analytical and interpersonal attributes.

• Diligently controlled district bottom line expenses through top line sales, payroll compliance and budgets.

• District profitability was +6.23% to budget and District payroll was -.80%.

• Coached and developed Store Managers in assessing existing staff, networking, and recruiting which resulted in upgrading the talent and increasing volume by 5%.

• Responsible for district sales being consistently in line or exceeding the overall company's results including producing inventory shrinkage results below the company (.03% vs 0.08% cost).

• Planned and conducted semi-annual and monthly meetings for Store Sales Managers.

• Partnered with the Planning and Allocation Department to identify stores with potential merchandise opportunities which increased sales 5% -20%, increased inventory turn and improved gross margin. REGIONAL HUMAN RESOURCE-OPERATIONS MANAGER, RECRUITER — Kohl's Regional Corporate Office Atlanta, GA, January 2008 - March 2015

Extensive recruiting to help bring innovative individuals in the Atlanta market, guiding the startup and management of a full spectrum of operations, systems, and programs for 32 locations. Partnered with hiring managers to discern workforce needs; define job parameters; outline desired qualifications; and source, screen, interview and select best- option candidates for skilled trades, management positions and support staff openings. (Recruiting Tools: LinkedIn Recruiter Monster Talent CRM Oracle's PeopleSoft Recruiting Solution Taleo IBM Kenexa Brass Ring on Cloud Bond Adapt UX ApplicantPRO).

• Personal efforts were cited as the driving force behind stores' employee-retention rate of 89% within an industry where high turnover was the norm.

• Recruited and filled over 200 mid-level and senior-level positions within 1yr timeframe district-wide.

• Led training on field roll-out of HR Smart ATS Oracle Taleo Recruiting & Transitions/Onboarding.

• Sourcing and Full-Cycle Recruitment (Taleo/iCIMS/HRIS) for stores and distribution Centers.

• Conducted New Hire Orientation, Exit Interviews and Leave of Absences.

• Mediate and conflict resolution on employee issues using current policies and disciplinary actions

• Subject matter expert on local, state, and federal laws and policies.

• Co-authored company's revised employee handbook outlining payroll, background checks, benefits, company policies, breaks, vacation, and performance expectations for exempt and non-exempt employees.

• Developed recruiting process and function, and coached/trained hiring managers regarding interviewing best practices which validated the hire, reduced cost-to-hire, and time-to-fill.

• Creating a dedicated team presence, with consistent achievement in motivating and engaging employees building top performing teams in the organization improving employee retention and working relationships in all departments.

• Partnered with senior management to develop and implemented a culture change initiative which supported the core values of the organization.

• Established procedures to ensure timely investigations for employee issues including disciple, performance, and safety issues.

• Developed and implemented New Employee Orientation to ensure employee inclusion in the department and understanding of company culture; resulted in faster assimilation of new employees.

• Performed wage/salary studies, reducing payroll costs by aligning compensation with performance.

• Organized interview events to meet high volume staffing needs and pipeline for future roles.

• Aggressively recruited well-qualified applicants from a variety of sources. DISTRICT MERCHANDISE/OPERATIONS MANAGER — Belk Inc Macon, GA, January 2003 - January 2008

• Trained 36-member management team on merchandising techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to decisions for the Region.

• Developed and implemented creative and cost-effective human resource events that increased employee satisfaction and morale.

• Owned Full-Cycle Recruiting (Taleo/Jobvite/iCIMS) for high volume field distribution center operational, management, and full/part-time roles (250-600 applicants).

• Partnered with the Regional VP to develop training programs and metrics for the region.

• Updated recruitment processes, encompassing sourcing, screening, interviewing, selection, and onboarding.

• Leverage network, online recruiting resources and ATS to identify/recruit the absolute best candidates.

• Spearheaded annual employee performance appraisal process and performed audits and timelines. EDUCATION

DOCTOR OF BUSINESS ADMINISTRATION IN HUMAN RESOURCE MANAGEMENT CANDIDATE

— Capella University

Minneapolis, Minnesota, Expected graduation Dec 2023 GPA 3.9 Awards & Honors

• Honor Society

MASTER OF BUSINESS ADMINISTRATION IN OPERATIONS MANAGEMENT

— American InterContinental University

Hoffman Estates, IL, Jan 2009

BACHELOR OF BUSINESS ADMINISTRATION IN BUSINESS MANAGEMENT/MARKETING

— American InterContinental University

Hoffman Estates, IL, Jan 2006

ADDITIONAL SKILLS

• Staff Recruitment & Retention • Performance Management

• ADP/Kronos/Oracle/PeopleSoft/Ceridian

Dayforce/HCM/SAP/iCIMS

• Change Management

• Training & Development • Organizational Development

• Employee Relations/Onboarding • Asset Protection & Auditor REFERENCES

References available upon request_0

ADDITIONAL INFORMATION

ACTIVITIES AND HONORS:

• Store/District Manager of the Year Core Sales, 2015 to 2017

• Who's Who Among Professional Women 2016

• HR-Operations Manager of the year, 2010 to 2013

• Best Retention Award, 2012 to 2015

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