My Résumé

ELIZABETH BOYD
C: 646 246 1380 | E: beth@excellencein-retail.com

Competencies & Success Factors

Leadership with Corporate Navigation | Ethical Practice | Relationship Management | Critical Evaluation | Cultural Effectiveness | Communication | Business Acumen | Organizational Effectiveness & Development | Strategic Planning | Strategic Planning & Recalibration | Learning & Development | Workforce Management | Employee Engagement & Retention | Diversity & Inclusion | Corporate Social Responsibility [CSR] | US Employment Law & Regulations | Full Cycle Recruitment | Talent Sourcing | Action Oriented | Collaborative | Conflict Management | Ensures Accountability | Change Management | Manages Ambiguity | Cultivates Innovation | Interpersonal Savvy | Resilience | Influencer | Networking | Nimble Learning | Self- Development | Drives Results | Self Awareness | Situational Adaptability | Drives Vision & Purpose | Optimization of Work Processes | Resourcefulness | Human Resources | Retail Leadership | Visual Merchandising | Customer Experience | Candidate Experience | Problem Solving and Resolution | Framework Creation [KPI Assessment] | Microsoft/IT literate | Human Resources | FMLA | State & Federal Employee Laws/Regulations

LEARNING & DEVELOPMENT EXPERIENCE SUMMARY

Critical Elements of Effective Learning & Development
• Align communication and information with business strategy
• Communicate meaning & purpose of initiative(s) as it relates to strategy
• Connect company values to initiative(s)
• Elevate the talent & competencies of the learner
• Measure Results [Skills Tracking, Career Tracking, Metric/Business Lever Tracking]
• Solicit feedback & adapt program
Elements of a Successful Learning Program for Today’s Learner Profile
• Concise & Captivating
• Adaptable & Accessible
• Collaborative & Collective
• Relatable & Relevant
• Simple, Intuitive, & Well-Designed LMS Program Considerations
• Organizational Chart

Risk & Challenge Assessment

  • Turnover
  • Technical Components
  • Delays to Infrastructure
  • Ability | Inability to integrate existing information
    • Communication Plan
  • Time Zones
  • Availability
  • Method of Communication |Culture Consideration
    • Developing standardized training that is culturally specific

Specific Learning & Development Platform Experience

• Creation of web modules
• Game design
• Assessment & Analytics

  • Front End Analysis
  • Project Evaluation
    • Project Analysis
    • CommLab
    • Wisetail
    • HotSchedules
    • Docebo
    • Cornerstone
    • Oracle – UPK
    • KnowB4
    • Synapse
    • Saba/Moodle

Work History

Excellence In Retail

January 2015 – Present
Leadership Development Consultant | Subject Matter Expert | Leadership & Culture Blogger | HR Business Partner


In this current role I have worked with over 20 organizations

• Develop training curriculum and core training program for all level of employees
• Solicit employee feedback through surveys, focus groups, and suggestions and use collected information to adapt current and future learning and development topics | programs
• Work with executive leadership partners to implement roll out and system standards in a timely and effective manner
• Creation of consistent protocol for certifying, auditing, and verifying remote training and certification
• Evaluation of talent pipeline and shaping of L&D opportunities to support growth of existing bench strength
• Continuously evolve leadership training program to positively impact future strength and retention
• Achieve operating budget goals or division sales strategies, as well as comp sales increases and maximum profit contribution per store location
• Attract, train, motivate and retain talent for the organization who will prove to be strong ambassadors of the brand and sales catalysts for the business
• Relevant design and content. I have a personal responsibility to develop a curriculum that seamlessly brings together training courses, enrichment opportunities, social learning, and to track engagement levels down to the individual and follow them through their career journey while enhancing their overall marketability and growth.

Aggregate Results:

  • Revenue Increase of 9%
  • Employee Engagement Increase of 16% [27% in Employee-Led Learning Environments]
  • Employee Retention Increase of 12% [high-performing employee retention focused]
  • Employee Brand Advocacy Increase of 19%
  • Client Growth of 7% [through focus on Customer Experience]
  • 23% Increase in execution of company directives
  • 13% Increase in Internal Promotions
  • 22% Increase in Year 1 Retention [where we implemented a logical and engaging Onboarding Strategy in addition to a retention/recognition strategy]
  • 11 Employee Handbook Reviews/Rewrites for elevated engagement with this corporate resource [HR contact decrease of 23% of basic policy issues]
  • Seven contract extensions
  • 16 Projects completed before target date

Spark*L

September 2012 – January 2016 [Business Shuttered]
Learning & Development Director | Culture |HR & Talent

• Creation of Training & Development program (August 2012 – with quarterly updates)
• Creation of Employee Retention & Engagement Program that improved retention by 11% within the first three months
• Full-Cycle Field Recruiting Responsibilities for Store Manager and Assistant Manager candidates
• Average Time to Fill of One Day / National average of 28 days
• Responsible for coordination & see-through of all Career Fair participation and ATS management
• Responsible for Field Human Resources – and all Federal & State reporting requirements
• Responsible for maintaining Employment Law updates & ensuring that we are in State & Federal compliance of all programs and changes
• Creation of Social Media Brand Advocacy Program in 2014 | 2015
• July 2015 introduced a real-time peer to peer recognition program for store teams
• Responsibility for the creation & admin of semi-annual Employee Engagement Survey
• Quarterly check in with all Store Managers for “Stay Interviews” to ensure we are retaining our talent and upholding our end of the employer/employer relationship
• Responsible for running all background, pre-employment assessments
• Creation of learning & development materials for organization [August 2012] – with semi-annual updates
• Creation of all electronic manual | handbooks and company intranet maintenance

IT’SUGAR

September 2013 – January 2015
Regional Director – Southwest, Texas, & Rocky Mountains

Sales Generation
• Met and exceeded all sales goals and business levers
• Planned and managed individual as well as district and store goals; tracked the progress of each store to ensure that all objectives are met consistently
• Analyzed and monitored the sales and expense figures for the region, provided feedback and made recommendations for improvement in order to ensure that store profitability is maximized
• Tracked and monitored business results and presented the regions sales figures to the VP of Retail for feedback and recommendations
• Sought new channels to increase business
• Supported the development of associates’ sales techniques. Demonstrated an in-depth knowledge of the merchandise; ensured selling staff is fluent in all aspects of product knowledge
• Developed close and collaborative partnerships with District/Store Managers to maximize local store marketing events
Customer Service
• Ensured that all employees are properly trained to provide outstanding customer experience to deep resource clientele as well as mass consumers
• Ensured staff maintains constant client communication through utilizing their client books and social efforts
• Managed client database and utilize information to increase sales and client contact|experience
• Maintained floor presence to assist customers, build rapport and monitor client interaction with staff
• Resolved any client problems and complaints quickly and effectively
• Worked with District Manager and marketing on all special events inclusive of new product previews, client events, sale events and center events, etc.
• Empowered all employees to make decisions in the customer’s best interest that also support the Company’s philosophy and brand image

Operations
• Coordinate new store openings and facilitate the prompt repair of store equipment as required
• Conducted regular audits of store paperwork, including bank deposit slips, overages/shortages, etc. and track trends to ensure that cash control procedures were in place and strictly observed to Loss Prevention policy
• Ensured that all stores within my district ere aware of company directed Shrink reduction initiatives and complied with all Loss Prevention practices
• Controlled store expenses and maintain budgets, continually striving to reduce costs
• Ensured deliveries are properly processed in a timely manner
• Managed and conducted bi-annual inventories
• Supported and assume responsibility for the integrity of Shipping/ Receiving in all areas and ensure that staff adheres to all Shipping/Receiving policies and procedures
• Ensured that employees were trained in all areas of appropriate POS | IT usage and maintenance
• Understood and properly execute all management POS & IT functions
• Built and maintained strong, open communication with members of corporate office, mall office and colleagues
• Conducted regular visits to competitor locations and report observed changes in prices, operations, policies, etc. to the appropriate levels of management
• Exhibit proficiency in computer programs used by the Company including: Word, Excel , PowerPoint, SlideShare

Merchandising/Visual
• Implemented and maintained all merchandising directives and ensure execution of outstanding, exciting merchandising strategies
• Monitored merchandise levels in the region and coordinate the balance of stock between stores to ensure that inventory levels are adequate
• Audited bi-annual inventory counts for accuracy and detected merchandise allocation challenges; follow-up on recommendations to ensure appropriate stock levels are maintained
• Ensured the selling floor aesthetics were neat, clean, organized, and reflected the correct visual image at all times
• Ensured presentation of all displays, fixtures and all visual areas are reflective of current visual direction

Human Resources
• Recruited, trained, and developed staff ensuring all positions are filled in a timely manner with qualified personnel focused on culture contribution and brand | customer image
• Actively participated in the selection, training and development of district and store managers, and tracked their progress to identify and place qualified individuals as openings become available
• Supported, implemented and provide follow-up for all training initiatives, promoting engagement and self-development initiatives
• Organized, hosted, and conduct district/store manager meetings as needed, and attend District/ Director meetings to review policies, develop goals, inspire, motivate, address issues that were surfaced, collect feedback, and evaluate training plans, career mapping, and recognize and reward performance for store personnel

Claire’s Accessories | Icing By Claire’s

March 2011 – August 2012
Market Manager – Southern California

Atlantic Merchants Association [AMA Nantucket]

May 2008 – October 2010
Director of Change | Improvement – Nantucket, MA

Carter’s | OshKosh | RagShop

March 2005 – May 2008 Regional Manager | Store Operations Manager – Southern California & NYC Markets

SRV LLC [Calendar Club, Go! The Game Store, San Francisco Music Box, Lucy’s Chocolate Factory, EastPak/180, Christmas Corner}

July 1999 – March 2005
Store Operations Manager [Division of Barnes & Noble] – Austin / Chicago / NY / Los Angeles

Disneyland Resort

March 1996 – September 1998
Manager of Showcase Complex on Main Street USA [Main Street Mad Hatter, Disney Showcase, Showcase Annex, Magic Shop, Great American Pastimes, & Main Street Camera Shop]

Baby Guess?/Guess? Kids & Guess Home Collection

March 1994 – March 1996
District Manager – LA/Chicago/NY | NSO Coordinator | Visual Merchandiser