Dollar General Store Manager

Mark Evan Coe

*** ****** ***** ****, ******** Texas 77406 615-***-**** ********@*******.***

Professional Profile

Innovative, energetic and results driven professional with diversified hands-on experience in the areas of human resources and field operations. Extensive supervisory experience with ability to lead multiple projects simultaneously. Strong interpersonal and written communication skills. Consistently able to assume new responsibilities while maintaining a high level of efficiency. Highly effective team building and motivational leadership skills. Proven ability to recruit, develop, retain and promote high potential associates.

Professional Experience

Mastronardi Produce

Vice President Human Resources May 2021 to October 2021

Responsible to direct and oversee the company’s Human Resource plans to support the mission and overall

strategy.

Collaborate with management team to craft the company’s vision and mission

Develop strategic HR plans and policies (recruitment, training, compensation, succession planning)

Hire, guide and evaluate the work of HR leadership team

Direct the initiatives for equal opportunity and diversity

Direct and lead employee relations strategy

Ensure all procedures complied with legal regulations and best practices

Dollar General

Senior Director Human Resources September 2017 to April 2021

Partner with Vice Presidents and Senior Human Resource Teams on the development and management of retail initiatives and programs.

Provide direction, guidance and development to all Human Resource and Retail Senior Management to ensure success of the Retail Team in two divisions (one fourth of the company chain)

Partner in the development and communication for initiatives/programs. This includes management of the Divisional Human Resource Teams on policies and compliance.

Ensure ongoing development is ongoing with timely succession planning follow-up to meet divisional business needs at the district manager and higher levels of the organization.

Evaluate the performance of exempt field employees at all levels and identify development opportunities.

Serve as a resource and strategic business partner in addressing questions regarding human resource policies and procedures.

Director Supply Chain Human Resources December 2011 to August 2017

Partner with Vice Presidents Supply Chain/Transportation and Distribution Human Resources Team on the development and management of distribution chain initiatives and programs.

Provide direction, guidance and development to ensure stronger performance and improve success of the Distribution Center Human Resource Teams.

Lead the development, training and communication required for initiatives/programs to be as successful in the distribution centers. This includes management through the DC Human Resource Teams of current and any new policies, procedures and practices.

Provide direction and partnership to ensure that the distribution chain is supporting exempt employees with proper training and timely follow up to reduce turnover. Ensure ongoing development is in place and that quarterly succession planning reviews address high potential exempt employees.

Determine developmental needs and provide training/support. Continuously evaluate the performance of the DC Human Resource Teams at all levels and identify areas of opportunities.

Successfully set-up and open five distribution centers to meet the growth of Dollar General.

Created and launched Private Fleet at Dollar General

Senior Manager Field Human Resources March 2010 to November 2011 Partner with Regional Directors and Retail Senior Director Field Operations to provide professional consultation and advice in the areas of talent assessment, succession planning, employee relations and Store Support Center generated initiatives to solve issues and drive business results.

Manage the selection and development processes of internal candidates for Store Manager and District Manager positions.

Serve as a resource and strategic business partner in addressing questions regarding human resource policies and procedures.

Footstar, Inc.

Director Human Resources & Staffing January 2000 to March 2009

Developed and directed human resource policies and programs for Corporate Headquarters and Global Sourcing Far East Operations. Responsible for recruitment, employment practices, employee relations, performance management, training and compensation. Assisted and advised senior management on human resource issues to include succession planning and organizational development.

Directed “Great Place to Work” programs that helped achieve company record low turnover numbers

Revamped performance management appraisal program to simplify the process

Created two-year transition plan to insure smooth wind down of the company

Planned and successfully executed 12 reductions in force with no resultant litigation

Created a detailed Pandemic Action Plan for implementation that addressed all functional areas

Director Field Human Resources September 1997 to December 1999

Developed human resource policies and programs for a field organization of over 2,300 stores. Responsible for organizational planning, employment, training and development, employee relations and compensation. Originated Field Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinated implementation through Field Human Resources staff. Assisted and advised senior field management on human resource issues.

Achieved lowest turnover numbers (store manager and associates) in the history of the company - replaced 22 poor performing field supervisors with qualified internal (81%) and external candidates

Trained 3 new Divisional Human Resource Managers and 2 Divisional Recruiters

Selected and promoted 10 store managers to positions in the corporate office

Meldisco Divisional Human Resources Manager April 1995 to August 1997

Responsible for implementing and administering human resource activities for a division of 34 district managers and 688 store locations. Responsibilities included, but were not limited to recruitment, staffing and orientation, compensation planning, training and development, performance management, EEO, unemployment, termination and severance. Facilitated divisional meetings and training sessions. Directed employee relations practices necessary to establish a positive employee relationship and promote a high level of employee morale. Conducted workplace investigations.

hired 53 manager trainees in a 6-month span to eliminate inherited depleted bench in division

recruited, developed and promoted 15 district managers improving overall operations of the division

improved divisional retention by over 24% with implementation of monitored training programs and creation of assessment center program

implemented the creation of Divisional Recruiter position

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