Bridget Hardaway

Champion organizational efforts to attract, train and retain the best employees. Focus on designing and implementing programs for performance management, leadership development.

• Reimagined the employee onboarding process to provide a “wow” experience and cultural immersion for new hires
• Enhanced frontline supervisor capabilities through development of the Frontline Supervisor Program curriculum
• Enhance leader capabilities for all leaders within the organization through management of Leader Program

Direct training and performance management programs to enhance operational effectiveness. Conduct training, build learning and development resources, and establish standard operating procedures.

• Simplified employee’s ability to develop skills and knowledge at their own pace by designing an employee self-development tool with over 250 multimodal resources that aligns competencies to various learning resources.
• Enhanced training operations and improved employee access to training by leading the project to deploy a new Learning Management System (LMS).
• Accelerated employee productivity by streamlining the onboarding process.
• Hired through a third-party company, HRQ, as a contractor and earned a full-time position as a result of key successes in delivering the self-development tool.

Led curriculum evaluation and development for the company, ensuring alignment with business strategies. Collaborated with leadership teams to identify development gaps and performance issues. Served as liaison between the training and development function and the line of business stakeholders. Coached and developed over 300 managers.

• Earned additional responsibility to lead curriculum development for Business and Management in recognition of demonstrated skill in development and successes in training.
• Saved over $350,000 by developing and implementing a virtual leadership-training program for frontline managers.

Managed global training operations, ensuring consistency across 26 regions and more than 600 employees. Planned and directed training activities, including identifying needs, building solutions, and training staff. Evaluated programs and training staff and implemented continuous improvements. Monitored training budget.

• Promoted as a result of successes in establishing relationships and influencing organizational change combined with deep understanding of the needs of the HR function and creating and delivering training.
• Shortened the time to productivity for HR team members by implementing a new HR onboarding process.

Enhanced the competencies of individual employees by designing and conducting training programs to boost employee job skills. Managed the complete training lifecycle, including performing training needs assessments and developing training programs. Built programs that utilized multimedia and interactive training methods to accommodate a variety of learning styles. Collaborated with subject matter experts to develop effective training programs for multiple business units within the organization. Coached and mentored trainers.

• Promoted in recognition of high employee ratings based on creativity, ability to enhance the training experience, and effectiveness as a trainer.
• Enhanced frontline manager employee relations skills by creating an HR course and conducting the course for over 300 managers.
• Conducted leadership training for over 100 frontline managers.

Enhanced HR effectiveness by coordinating activities, on-boarding employees, and serving as an HR subject matter expert in advising managers on organizational policies. Evaluated operations and recommended new approaches.

• Exceeded staffing goal by on-boarding 300 employees in less than six months.
• Hired as a contract worker through third-party company HRI to manage the Supply Chain internship program.As a result of successful execution of that program, hired as a full-time employee.

Responsible for ensuring adherence to legal standards in the area of OSHA and Safety compliance

Organized and executed in-store training program for new hires while driving an open-door culture

Responsible for determining turnover trends and timely execution of the merit review

Process for the district and for new hire orientation and employee development training

• Voted Group 392 Rookie of the Year for my achievements in staffing, development and retention for my group
• Voted D311 Rookie of the Year for my achievements in staffing, development and retention for my district
• Successfully staffed and managed a new store with 130-150 team members prior to store opening