Michael K Moghtader

Directed team-build strategy and exceptional team-retention processes. Collaborated and provided thought partner service to CEO and global leadership team. Facilitated HR advisory services for leadership, coaching, employee relations, talent acquisition, engagement, and culture. Managed compensation, organizational design and change, performance management, and learning and development services. Developed and implemented HR plan for overall mission and strategy alignment in organization. Implemented communication platforms and pathways to manage internal and external messaging impact.

Led Field HRBPs, talent acquisition, employee relations, and unemployment services for all seven North American logos in U.S., Canada, and Puerto Rico for 30,000 team members in 3,200 retail locations. Provided HR leadership for Dallas support center. Operated as senior business leader and contributed insights to overall company growth strategy, priorities, and future direction. Developed end-to-end talent management process to identify, attract, develop, engage, and retain talent. Diagnosed and implemented organizational structure to leverage scale and increase profitability. Oversaw and influenced development of total rewards programs to properly incentivize and motivate all cross-level team members.

Managed core HR functions for North America. Executed policies and programs for 1,000 Zale retail locations in U.S., Canada, and Puerto Rico. Ensured HR policy and practice compliance with company mission and core values. Developed union knowledge training to increase leadership awareness and reinforce positive employee relations. Launched HRBP service-delivery model across North America and gained highest engagement score increase across total organization.

Provided strategic HR consulting to six VPs supporting loss prevention, operations, and salons. Influenced talent decisions across corporate, field, and supply chain units. Directed action plan to address staffing impacts due to store closures. Addressed organizational learning and development opportunities through proactive training. Developed engagement training for all loss-prevention leaders based in distribution centers.

Facilitated corporate HR partner service for 220 retail locations to support 11 district managers. Guided senior management to identify, create, and implement talent management initiatives. Forecasted talent needs via metric-driven research, data analysis, and succession planning for 600 management associates. Developed and launched nationwide skill-related training for assistant store leaders. Managed and reinforced performance development plans for management associates. Acted as liaison between business and recruitment partners to identify and select top talent.

Facilitated training to ensure alignment of key principles and strategies across region. Provided ER support for loss prevention, Sephora, and salon for 11 districts and 220 stores. Managed administration of policies and procedures to ensure compliance with local, state, and federal regulations. Monitored associate relations issues, conducted investigations, and recommended corrective actions. Conducted market visits to build internal engagement and address labor/union activity.

Oversaw full-cycle recruitment and placement of management talent for current and future open positions at corporate headquarters. Led recruitment team to hire product development, sourcing, design, and quality divisions. Managed all external relationships with vendors, search firms, and realtors. Developed and executed sourcing strategies to yield 42-day reduction in time-to-fill metrics. Achieved cost savings of $1,000,000 with creative strategy changes.

Led all campus recruitment activities for all 32 districts in northeast and southeast regions. Directed 20 field recruitment teams to ensure flawless implementation of all on-campus activities. Managed all final hiring processes, interviews, offers, background checks, and relocations. Developed and executed regional recruitment strategy and staffed over 180 management hires annually. Synchronized executive recruitment trips with CEO and other EVPs to yield 15 board member assignments in two years. Trained and mentored new and current campus recruiters.

Redesigned and launched new job post methods to increase applications by 120%. Facilitated internal/external candidate generation and reduced average time to fill by 50%. Performed competitive research and implemented tiered and focused campus recruitment strategy. Managed internal/external job posts, reverse searches on third-party sites, and cold calls. Led vendor analysis and selection for campus recruitment team and consolidated four to two distinct relationships.