Re-brand all HR assets with new culture/values.This includes the Careers Page, kiosk, printed materials. Full rebranding by December 2023.

Create a digital campaign that showcases how employees live their lives deliciously. Includes video/digital screens/social posts. Roll out by May 2024.

Lead the Culture Committee in ongoing initiatives throughout the year with monthly status meetings and quarterly update meetings with Alvaro.

Continue partnership with DecisionWise to conduct engagement survey, analyze findings, communicate results and create and implement an action plan. Due date: June 2024

Continue efforts towards becoming certified as a Dallas Business Journal, DFW Best Places to Work. Enter survey that starts in June 2024. Identify other Best Places to Work surveys we are eligible to enter by October 2023.

Incorporate Gallup Strengths and our new values in our recruiting process by September 2023 by creating and implimenting criteria for assessing values and strengths during interviews.

Create an expectations document for hiring managers including interview best practices and process planning, etc. Due by September 2023.

Create a candidate feedback form that ties back to values and strengths. Due by September 2023.

Create templates where possible through Insperity ATS system that auto-send to candidates throughout recruiting process. Where not possible, send package directly. Due by October 2023.

Manage job postings and recruiting process. Present at least three good candidates that interview for each open position. June 2024

Continue to identify and build relationships with future ideal-fit candidates. Includes monthly candidate updates within LinkedIn.

Create a Manager toolkit for how to utilize Strengths for optimum team dynamics as well as best practices/team review guidelines for Managers by December 2023.

Create a Performance Management plan for contractors that aligns to employee Performance Management. Due by April 2024.

Evaluate Performance Appraisal components and update with feedback from employee population by September 2023. Build any updates in AMBO by June 2023 for use during performance appraisals for FY23-2

Gather employee feedback for AMBO improvements and work with Kristian to implement improvements and help present updates to company by June 2024.

Create an individual toolkit for how to utilize Strengths by November 2023.

Host an afternoon snack meeting featuring Simon Sinek's Ted talk on the WHY. "Start With Why" book provided. Host in 1st quarter 2024.

Re-assess company competency questions to ensure we are asking questions that are clear, specific, aligned with employee levels and values, creating multiple tiers as needed. Roll out any updates by March 2024.

Ensure 1:1 sessions with Decisionwise representative and key team members. Sessions will have an individual focus to be completed by October 2023.

Create a Management Development Program for new managers/aspiring managers. Include requires AMA/ANA Mangement courses as well as free curated content such as Ted Talks. Future years to include New/Rising Leaders and Women. Due by March 2024.

Create role progression map for one test team from Associate Manager to Director. Start with Shopper and include job descriptions, hard/soft skills, promotions requirements, and training recommendations/requirements. Future years to include other base roles. Due by May 2024.

Oversee AFM Life training process: Update the library and share with the company at the start of the new fiscal. Create and distribute Life Letters in August 2023. Update training budget and present to Alvaro on a monthly basis. Collect feedback on training sessions to update the library again at the start of next fiscal.

Update the baseball cards with annual data/score udates by June 2024.

Create a benefits brochure that highlights benefits offerings by November 2023.

Partner with all external benefits vendors in executing open enrollment for the new benefits period (calendar year) with a seamless transition for all employees benefit elections. Execute an Open Enrollment meeting by December 2023 that incorporates a wellness focus.

Implement and continue to develop new process by revamping the company-wide onboarding agenda with new meetings (EX: Cluture/Values, Strengths, Culture Committee, Standard Processes, Financial/Company Structure/Welcome experience (breakfast). Due in October 2023.

Start promoting open job posts on a regular basis as applicable. Quarterly update on posting efforts.

inalize and implement our LinkedIn strategy with a consistent cadence of monthly posts. Strategy to promote our Culture to attract and recruit talent by featuring AFM happenings in Recruiting platforms. Focus will be on giving back to the community, any educational exposure to the AFM team such as FLI, fun at AFM and DEI efforts/focus.

Add a DEI Pillar to the Culture Committee, finalize, and implement new DEI strategy. Rollout new pillar by October 2023

Impliment DEI strategy and start bringing to life within Culture Committee by October 2023.

Post open positions on more diverse sites where possible. Assess relevant diverse posting for each new role. June 2024.

Come up with a strategy for getting more employees to use Avo Stars this fiscal. Create, implement, and demonstrate increase by June 2024.

Work with Executives to create plan for team structure and associated succession strategy. Due by April 2024.

Use Insperity to digitize full recruit-to-hire Process. Due by September 2023.

Audit all HR paperwork to ensure completed HR files by June 2024. (Preparation for future AMS audits)

Update and share AFM Pay structure document and track pay scale for internal alignment based on level of positions. Provide update for every salary change as they occur, identifying salary gaps and making recommendations. Share update twice a fiscal year, starting with an assessment after annual increases take effect in September.

Create a complete compensation package demonstrating the value of our full benefits package by Open Enrollment 2023.

Create a virtual exit form to collect data by January 2023.

Update safety procedures to include active shooter, fire safety, and first aid and share with employees. Due by September 2023.

Source and execute annual CPR, Sexual Harassment, and Discrimination trainings for employees and managers. Due by November 2023.

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Oversee management of the office and present regular assessment/update of how we are doing with our general office management and any new changes or improvement ideas. Update monthly.