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From implementing a four-day workweek and pay-as-you-go to building an inclusive culture, Melanie Wilson Disney is finding new solutions to drive recruitment and retention at Weigel’s.
As convenience stores nationwide continue to face staffing challenges, savvy leaders like Melanie Wilson Disney are actively seeking and implementing new solutions to attract and retain employees.
As Weigel’s director of human resources (HR), Disney is responsible for developing team members; contributing to the strategic direction of the convenience store chain based in Powell, Tennessee; and ensuring human resources compliance at 79 locations in Tennessee.
“Through collaborative leadership, my goal is to create an environment where employees feel valued and empowered to drive the company’s success,” Disney said.
During his five and a half years in the role, Disney has been committed to thinking outside the box and finding new ways to increase team member satisfaction, reduce turnover and recognize employee successes.
For this reason, CStore Decisions presented Disney with the Human Resources Award.
getting Started
Disney’s career in convenience stores actually began when she was a child, although she didn’t realize it at the time.
“My mother’s first job after going back to college when I was in sixth grade was working in the corporate office of a small local convenience store chain. She was responsible for operations, human resources, training, payroll and everything in between. everything.”
Disney would go to the store with my mother on the weekends.
“When I asked her why she worked weekends, she said, ‘Because it’s the only chance I get to know how my employees are doing; because it’s all about the people, and they’re why I love this job.”
Disney took this message to heart.
As an adult, Disney began a career in employee relations in legal and compliance, but she quickly realized she enjoyed helping people more than investigating legal claims, which ultimately led her into human resources in employee relations. aspect.
She then went on to spend many years managing human resources in the hospitality industry.
Years later, when Weigel CEO Bill Weigel offered Disney the opportunity to join Weigel’s team and work in the convenience store industry, she jumped at the chance.
HR Initiatives
Disney officially joined Weigel’s in 2018 as director of human resources. She has since spearheaded several initiatives, including introducing a four-day fixed-schedule workweek option for full-time hourly employees.
The four-day workweek plan was tested in January 2022 and implemented company-wide in August 2022. Offering this flexible scheduling option helps attract talent to the chain, which reduces door-to-door service, reduces turnover, and increases employee and store leadership satisfaction.
Disney also spearheaded Weigel’s pay-as-you-go program. Launched in October 2021 through Paylocity, the program allows employees to receive up to 50% of their salary in advance. Weigel has found the program to be a valuable recruiting and retention tool, especially given today’s ongoing inflation.
As technology evolves, Disney uses it to further engage employees, including implementing Communities, a social communications hub that is part of Weigel’s HRIS (Human Resources Information System) within the Paylocity platform. Communities simplify employee communication, connect team members to leadership, and help create a culture of engagement.
“It has a very Facebook-like feel. We use it to recognize and reward team members and communicate any needed messaging company-wide,” Disney said.
inclusive culture
Disney loves nothing more than being a resource for people and “collaborating with operations to build a culture of inclusion and growth for our teams,” she said.
Going forward, one of Disney’s goals is to bring more diversity, inclusion and growth opportunities to the retail industry.
“I am a strong advocate for opportunities for people with disabilities. Weigel developed an inclusion program for people with disabilities within our community,” Disney said. “We work with various local groups to provide employment opportunities for individuals with special needs. We have an excellent team of store leaders who hire, train and develop these individuals and provide them with opportunities to thrive.”
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