Human Resources professional, over 15 years' knowledge, experience, expertise, proficiency and leadership in directing, and managing Human Resources services and programs within diverse industries operating over multi-sites, multi-state and outside of Conus. Demonstrated knowledge, understanding and expertise of human resources principles, practices and methods to include recruitment, benefits, compensation, organizational development, labor relations, employee training and development, policy development and regulatory compliance, performance management, employee relations, and labor relations. Utilized leadership, expertise, experience and best practices to validate existing processes and build new processes to achieve success. Coordinated and assisted with building a high performance culture, setting strategic plans, achieving results, providing employee relations council and meeting HR related project deadlines. Demonstrated superb analytical, consultancy and organizational skills; highly developed interpersonal skills, excellent written and verbal communication skills; results-oriented and driven; self-starter and self-directed; team player; flexible and able to adapt to quickly changing work environment; ability to manage multiple issues concurrently; proven high level of dedication and commitment. Expertise/Competencies HR Planning and Strategy - supported and implemented strategic plans; partnered with business leaders to develop effective organizational structure that included clear roles and responsibilities, objectives and accountabilities, flexible bench strengths and vigorous training programs. Utilized metrics, audits, analysis, reporting, and planning tools to monitor the effectiveness of HR programs. Developed HR strategies, recommended initiatives, and lead projects to support the ongoing needs of the origination. Organization Development and Change Management - provided HR forecasting, strategic planning, and realignment; project management; organizational design and development; mergers and acquisitions; site start-ups and closures; performance management systems; succession plans; root cause analysis. Built productive relationships at all levels of the organization. Lead change management efforts extending to multiple locations by fostering an atmosphere for change and creating an environment embracing diversity. Function as the employee liaison to provide feedback to the leadership team, and actively sought opportunity to improve communications and increase employee engagement. Compliance and Risk Management - HR audits; policy development, documentation and dissemination; employee/organization climate surveys conflict resolution systems; employee relations; compliance with DOL, EEO, AAP, FLSA, FMLA, ADA, Federal, State, and Local Employment Laws and Compliance Programs.; discrimination investigation and resolution; recordkeeping requirements; managing a positive union contract-negotiations, arbitration, etc.; sustaining a union-free work environment; HRIS (Human Resource Information Systems); Health, Safety, and Workers Compensation; OSHA compliance; loss prevention and safety programs and policies; safety training and hazard/injury analysis; accident claim administration and loss control. Talent Management and Onboarding - assess current organization and identified training and development opportunities. Developed and delivered training designed to meet organizational objectives and strategic plan. Full-cycle recruitment/staffing/talent acquisition/retention; position classification; employee interview/assessment/indoctrination; competency identification; background and reference checks, validation, and drug testing; executive search. Developed and implemented recruiting activities to attract top talent and employee development programs to build bench strength for future talent needs. Established employee onboarding programs that facilitated new hire success to fully leverage talent and resources. Monitored operational policies and procedures for hiring; discipline and termination; exit interviews; measured performance and determined appropriate compensation. Oversaw payroll and benefits administration. Employee Relations and Performance Management - facilitated performance management process. Provided advice/guidance and counseled to both managers and employees to solve employee relations problems and assisted with coaching needs. Conducted stay and exit interviews as needed and recommended solutions that promoted positive employee relations. Designed and implemented programs to improve key areas of the Employee Opinion Survey. Compensation and Rewards: compensation and business plans alignment; job descriptions and analysis, position classification; salary structuring and administration; incentive pay plans; audit and compliance with FLSA Benefits Plans: plan design (health, 401K, pension, etc.); benefits administration systems; benefits providers' assessment and selection; cost containment strategies; compliance and outsourcing.
Human Resources Professional,
Lead Human Resources Specialist, 05/2010 to Current Office of Civilian Human Resources OCHR Norfolk Ops Center – Portsmouth, VA.
Coordinated and provided classification, recruitment and staffing services and guidance for the Department of the Navy (DON) activities: Bureau of Medicine and Surgery, Bureau of Naval Personnel, Naval Supply Systems Command, Naval Sea Systems Command, Military Sealift Command, Commander, U.S.
Fleet Forces and Naval Air systems Command civilian employees.
Management, advisory and consultant services to commanders/directors, supervisors, program managers, applicants and employees on significant Human Resources issues; internal and external placement support; ; staffing issues; recruitment programs and procedures; priority placement tracking; development of job analysis and selection factors; develop and post job announcements; perform rating/ranking of applicants; create/issue referrals; final job offers; processing selections; recruitment closeout.
Key Achievements: Developed job analysis, prepared vacancy announcements, rate and rank applicants and determine qualifications for various series and grade levels.
Prepare vacancy announcements in accordance with Merit Promotion procedures and Office of Personnel management (OPM) guidelines and issuing referral lists.
Issued an average of 105 first referrals annually (2 yrs); 25 to 100 applicants per referral.
Coordinated with hiring managers and other HR staff to devise innovative strategies aimed at stimulating a variety of recruitment sources.
Provided advice and assistance on a continuing basis to management in search of sound recruitment solutions, technical assistance to personnel assistants.
Resolved problems of more than average difficulty for hard-to-fill and one-of-a-kind positions, in support of staffing needs of the organizations served.
Conducted position management and organizational reviews, studies of organizational structures; made position management recommendations to integrate management and business improvement priorities.
Drafted position descriptions and classification analyses and participated in review of proposed reorganizations and organizational changes.
Evaluated changes in assigned duties for possible impact on classification determinations and recommended appropriate changes in title, occupational group, and/or pay level/grade.
Prepared evaluation statements in support of recommended classification.
Gathered and analyzed data and established and evaluate positions in a variety of occupational groups to determine appropriate pay systems, occupational grouping, title, and grade of positions.
Human Resources Manager, 04/2008 to 05/2010 Finicantieri Marine Systems, Inc – Chesapeake, VA
Human Resources Department Head, directed and coordinated all Human Resources services and functions for 1700 government contractor employees, multiple occupational fields, conus (multi-state) and oconus, supervised 12 administrative personnel.HR functions to include; strategic planning, organizational development, staffing/retention, training, benefits administration, safety, Employee Relations, Management Development, and Performance Management.
Key Achievements: Advisor to managers and employees on company's policies, procedures, programs, government regulations, laws and standards; organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes; ensured compliance with labor laws, engaged workforce committed to the organization's objectives.
Managed the recruiting process from start to finish, worked with hiring managers to establish Key Performance Indictors for each position; developed sourcing strategies by making recommendations based on market and job requirements.
Provided position classification support; applied position classification standards to determine title, duties/responsibilities, special requirements, task statements, and pay plan of positions; conducted position management studies; position management and organizational reviews; studied/reviewed organizational structures; worked directly with managers to collect required information to develop and write draft position descriptions and classification analyses; interviewed supervisors and employees regarding their positions; conducted desk audits; prepared and wrote position descriptions; advise on classification of positions; evaluated current pay system, researched and recommended possible changes.
Decreased turnover rate from in 30% in 2009, and to an all-time low of 15% in 2010 through the development and implementation of retention plan.
Administered a comprehensive program of employee benefits, ensured programs were progressive, competitive, and in compliance with legal requirements; coordinated with brokers, insurance carriers, vendors, contractors, and other outside resources.
Proposed/implemented plan/solutions and executed strategies to decrease legal expenses by reducing reliance on legal counsel to resolve claims.
Successfully represented company during OFCCP on-site investigations and desk audits for numerous US locations, resulting in no penalties over a two year period.
Provided management training to create more meaningful and productive performance management program, corrective actions, and discipline/discharge procedures.
Chaired Safety Committee, design a complete safety program and provided training for management teams.
Human Resources Director/Manager, 09/2002 to 03/2008 Boston Men Health Center (BMHC), Inc – Altamonte Springs, FL
Directed and managed all human resources programs and policies, promoted human resource values, developed and implemented supportive plans for 1800 Healthcare and Administrative employees; multi-state, directed staff; 36 administrative employees.
Lead and directed the delivery of comprehensive HR services and strategies, to include, Policy and Procedures Implementation and Compliance, Employee Relations, Performance Management, Learning and Development, Training, Recruitment and Retention, Compensation, Benefits, Safety and Awards Program.
Key Achievements: Advisor/subject matter expert to management and employees on company's policies, procedures, programs, government regulations, laws and standards; organizational policy matters.
Implemented workforce planning and forecasting initiatives in alignment with organization's HR processes and goals; collaborated with management, providing advice on HR, labor regulatory issues; Restructured/developed a recruiting process with an emphasis on hiring the best possible candidate and streamlined and improved the orientation and training program to maximize performance and retention; implemented cost effective and practical HR solutions to ensure the ability to attract and retain required skills.
HR improvements in order to improve operational effectiveness and efficiency, where and when required.
Provided coaching and guidance to management and assisted in the development and execution of special programs designed to reduce turnover while improving morale and teamwork.
Coached and guided management in the development and execution of special programs designed that reduced turnover by 60% while improving morale and teamwork.
Evaluated current pay system(s) and researched and recommended changes to maintain a competitive posture and support employee retention efforts.
Incorporated benefits-program review that resulted in increase in 401(k) program participation from 25 percent to 95 percent.
Investigated employee relations issues and advised management on appropriate resolution.
Monitored employee counseling, disciplinary actions, and performance improvement plans; oversaw involuntary termination procedures; and approved employee separation notices and related documentation.
Conducting exit interviews to determine reasons behind separations.
Developed human resources operations/departmental financial strategies, estimated, forecasted, and anticipated requirements, trends, and variances; aligned monetary resources; developed action plans; measured and analyzed results; initiated corrective actions; minimized the impact of variances.
Senior Enlisted (RET), Recruiter (Zone Supervisor), EEO Manager, Instructor, 06/1975 to 01/2001 United States Navy – VA
Served as senior enlisted; retired US Navy, 24 years honorable service; comprehensive experience and knowledge of Department of Navy (DON) organizational and management structure and functions in the areas of Human Resources Management.
Key Achievements: Command EEO Representative/Lead, Disciplinary Review Team (3 yrs); responsibilities include system/program analysis, performance evaluation, EEO investigation/resolution, disciplinary actions, inspections/audits, training, policy recommendation and retention.
Managed Personnel Recruiting/Processing Zone (3 yrs), six counties; 10 recruiting offices/ supervised 33 assigned recruiters/administrative personnel; recruited (direct & sourcing methods) candidates for 25 career fields.
Achieve recruitment goals four consecutive years.
Managed and improved military and civilian workforce planning, manpower analysis, competency modeling, and relevant performance management structures and methods.
Engineering Department Leading Chief (4yrs); supervised 125 Engineer and Administrative departmental personnel; retention team member.
Training Manager/Instructor/Subject Matter Expert,
4 yrs); supervise 30 instructors.
3 yrs) Medical Evaluation Board (MEB) for active duty service member(s) during their medical evaluation process.
Bachelor of Science Business Administration (BSBA): Business Management, 2005 Colorado Technical University - Colorado Springs, CO GPA: GPA: 3.79 Magna Cu LaudeBusiness Management GPA: 3.79 Magna Cu Laude
Master of Business Administration (MBA): Human Resources Management, 2007 Colorado Technical University - Colorado Springs, CO GPA: GPA: 3.75Human Resources Management GPA: 3.75
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Companies Worked For:
Office of Civilian Human Resources OCHR Norfolk Ops Center