Angel Peterson

• Lead campus recruiting strategy across the Southeast to build early career talent pipelines for engineering, operations, and corporate roles. • Plan and execute high-impact campus events and professional development workshops to engage diverse student populations. • Build strategic partnerships with university career services, faculty, and student organizations to strengthen employer brand presence. • Create and manage an internal Campus Recruiting Newsletter highlighting student success, campus activity, and recruitment outcomes. • Design and launch a Student Ambassador Program to expand peer-to-peer engagement and campus brand awareness. • Lead digital strategy by redesigning the campus careers website and enhancing candidate experience. • Drive social media and content strategy through branded flyers and short-form video content. • Redesign campus recruiting and professional development presentations to align with business needs and student interests. • Partner with SCS Operations to establish a Hiring Council and refine campus strategy to project hiring needs up to four years in advance. • Provide consultative recruiting support to business leaders aligned to workforce planning goals. • Screen and interview early-career candidates and guide managers through campus hiring best practices. • Track recruiting metrics to optimize outreach and event ROI.

• Spearhead campus recruitment strategies, leading the Campus Relations team to establish a diverse talent pipeline for early career opportunities • Designed and launched the Retail Entry-Level Leadership-in-Training Experience (ELITE) Program, cultivating future store leaders by developing recent graduates and internal talent • Manage end-to-end execution of the Corporate Summer Internship Program and the Retail Entry-Level Leadership-in-Training Program, driving engagement and program success • Oversee the full-cycle recruitment process for 30+ interns and 300+ leaders in training annually, including career fair representation, hosting informational sessions, partnering with student organizations, and coordinating interviews • Collaborate with business partners to align early talent programs with organizational goals and departmental needs • Partner with Enterprise Learning & Development, Diversity, Equity & Inclusion, and People Experience teams to create impactful onboarding experiences, professional development workshops, and team-building activities • Deliver comprehensive training and resources to hiring managers and HR partners, ensuring consistent, high-quality early talent engagement • Conduct data-driven evaluations of early talent initiatives, leveraging feedback to enhance program outcomes and address opportunities for improvement.

- Developed a comprehensive in-store internship program, including recruitment and selection criteria, competitive advantage strategies, and a structured 12-week learning experience. - Created standardized hiring rubrics, selection checklists, and detailed employee criteria documents for Talent Acquisition Business Partners (TABPs), enhancing candidate evaluation and consistency. - Designed marketing materials in Canva for the internship program, and utilized LinkedIn Learning to curate microlearning modules, supporting recruitment and continuous employee development. - Authored job descriptions with applied core competencies and expanded the 9 Box Performance-Potential Matrix, providing clearer frameworks for talent management and assessment. - Developed Succession Management Training for HR Business Partners (HRBPs), covering associate development, career goal alignment, and talent assessment using the 9 Box Matrix. - Created professional development documents for District and Regional Sales Managers, promoting leadership growth and competency enhancement.

• Projects: Hub P&L, Specialty Roll Expense Analysis, Operating Expenses Variance Analysis, Hub Driver Labor Expense Analysis, & Flash Sales Reporting • Produced comprehensive reports weekly by gathering, organizing, and presenting data, providing critical insights for decision-making that resulted in improvement in operational efficiency • Compiled and analyzed reports and operational metrics. Used sound professional judgment, and identified trends, anomalies, and discrepancies that required management attention • Created financial models and performed data analysis to provide accurate insights for executive decision-making, increasing revenue and cost savings, and operational performance • Developed automated reporting templates that improved data visualization and enhanced decision-making capabilities for daily, weekly, and period-end reporting for executives • Fostered strong relationships with business users, managers, and executives with open communication and effective collaboration