Over 15 years of experience as a Workforce Analyst developing organizational, strategic workforce assessment mechanisms, interpreting results, and developing recommendations, interventions, and action plans. I drive organizational effectiveness through accountability and positive change management, applying efficient methodologies. In addition I offer strategic leadership and vision to build and direct a dynamic team to meet the challenges of continuous business improvement across the enterprise.
I Design, implement, and maintain comprehensive workforce analysis & planning programs to meet organizational needs for a productive, motivated workforce.
I have in depth knowledge providing consulting advice with managers on all human resources issues to ensure mission and goals are met and extensive knowledge providing analytical and systems guidance management in areas of developing organizational/strategic workforce assessment mechanisms, interpret results, and develop recommendations and action plans I evaluate programs related to workforce analysis enhancing your experience in methods, metrics, tools and techniques of Business Process Reengineering (BPR).
Internal Consulting for Federal HR Professionals
Federal Position Management
Federal Workforce Analysis and Planning
HR Metrics and Workforce Analytics
High level of confidentiality at all times
Work with all levels of organizations
Microsoft Office /Word/Excel, PowerPoint, Outlook-Advanced
Strong communication skills
Good working knowledge of HRIS systems
Strong organizational and facilitation skills
Extensive knowledge of federal, state, and local laws and regulations governing
Meritorious Award for Reorg from Global Health Bureau 2012
Outstanding ratings Annual performance Evaluation for 2011 & 2012
Seattle Federal Executive Board Public Service Recognition 2010
Strategic Human Capital Management Certification, August 2008
Workforce Analysis & Planning Certification October 2007
Outstanding ratings Annual performance Evaluation 2006,2007 & 2009
EPA Region 10 Bronze Medal Outstanding Service 2006
Developed Position Management Plan for EPA Region 10 in 2006 that improved reorganization process
Designed new position evaluation instrument for all Georgia State University Staff positions in 2005
Co-Lead EPA 1st Hoteling(Virtual Office) Project for EPA
Multiple MCI WorldCom's Top Support Awards
Perform organizational analysis for organizations or programs encompassing major agency bureaus and offices for region-wide function. Conduct workflow redesign and analysis through Business Process Reengineering (BPR) providing technical guidance and advice in carrying out various functions in the developing, coordinating, and implementing position control processes.
Design, conduct and lead. Design special studies or projects and recommend solutions to sensitive and complex issues affecting the achievement Bureaus” strategic goals and objectives and evaluate existing and emerging functional requirements of the organization.
Coordinate with program officials to evaluate difficult and complex organizational operations and activities to recommend improvements.
Coordinate reorganization with the Agency Senior Management, ELR, Office of Civil Rights and Diversity and the Unions and serve as an advocate for the use of dispute resolution tools such as mediation or interest-based problem solving techniques.
Serve as an expert in complex, cross functional or organization wide efforts employing organizational development and or change management principles or techniques to ease organizational improvement.
Plan and establish an organizational analysis program, encompassing extremely large, difficult, and diverse projects for a major agency component, e.g., for a region-wide function.
Advise on distribution of work among positions and organizations and the appropriate staffing levels and skills mix. Prepare detailed analysis addressing matters of fact, regulatory and program development requirements, and problem mitigation on proposed reorganization.
Coordinate reorganization with program managers and serve as an advocate for the use of dispute resolution tools such as mediation or interest-based problem solving techniques. Provide expert advice and guidance on broad projects and programs with national or international impact. Recommend long-range program plans, goals, objectives and milestones which serve as the basis for substantive changes in the organization and administration of programs affecting large numbers of people.
Consult with all levels of management, other federal agencies and to foreign and commercial organizations.
Establish and maintain discussion with program directors and work closely with their representatives to ensure that concerns such as proper requirement definitions and adequate funding are met.
Prepare reports and/or written analysis regarding USAID policies and positions on difficult or complex matters.
Serve as the agency technical expert on implementing and administering position classification programs at the agency level. Act as a consultant on program activities and objectives, priorities, identification of needs, resolution of problem areas, and other matters to assure classification accuracy.
Coordinate and direct the accomplishment of all functions comprising the assigned mission of the organization. Encompassing difficult and diverse functions or issues that affect critical aspects of the major programs of USAID.
Plan, coordinate, and conduct special studies of position classification policies and issues, such as the use of automated position classification systems. Consult with management on proposed reorganizations and advising on potential effects on positions, career progression, and maximum use of skills.
Provide leadership in strategic human capital management and workforce analysis & planning.
Serve as a workforce analysis expert and technical authority providing the full range position management services. Provide advice and guidance to management officials on a variety of Reorg issues.
Lead complex studies and projects related to Reorg for USAID Bureaus and Office. Responsible for independently carrying out complex studies and projects involving HR solutions or for providing complex personnel management operations services.
Develop position management plan for region by initiated organizational studies to identify problems, recommend corrective actions and develop solutions for presentation to management.
Workforce analysis expert and technical authority providing the full range position management services for EPA Region 10.
Provide leadership in strategic human capital management and workforce analysis & planning to offer consultative ability and guidance to US Environmental Protection Agency Region 10 Senior Executive Team, management and staff.
Serve as a workforce analysis expert and technical authority providing the full range position management services for EPA Region 10.
Serve a team leader in complex cross functional or organization wide efforts employing organizational development and or change management principles or techniques to ease organizational improvement.
Extensive interpretation for many and unrelated program processes and methods such as interpretations of original law or judicial intent and advice on revisions to existing policies and programs to meet requirements.
Provide advice and guidance to management officials on a variety of Complex HC problems as they relate to the Analysis of Future Workforce need.
Provide critical advice and technical guidance to management in the areas of classification and compensation policy and guideline interpretation . Lead complex studies and projects related to strategic planning, including development and integration of methods for measuring program success and achievement of goals
Develop organizational/strategic workforce assessment mechanisms, interprets results, and develops recommendations, interventions, and action plans.Design, carry out, and support comprehensive workforce analysis and planning programs to meet Region 10 needs for a productive and motivated workforce.
Provide advice through consultation with managers on all human resources issues to make sure mission and or goals are accomplished.
Provide full technical responsibility for independently carrying out complex studies and projects involving HR solutions providing complex people management operations services.
Develop position management plan for the region by initiating organizational studies to show problems, recommend corrective actions, and develop solutions for presentation to management.
Coordinate the work efforts of technical staff in conducting conceptual business systems analysis and studies of highly unstructured and connected problems involving both difficult technology and complex human relations or programmatic issues. Plans and analyzes new business process methods or techniques that are of material significance in the solution of important business problems with unprecedented or novel aspects.
Originates and establishes unique methods and applications that offer creative solutions to complex business issues. Develops original concepts for advanced business systems, controls, or analysis. Identifies alternative approaches or compromises to develop the most cost-effective business solutions. Ensures compatibility with overall study goals and schedules. Integrates various study and analysis results into comprehensive technical briefings, reports, and technical papers.
Classified the full range of GS positions at the GS-2 through GS-15 levels in assigned organization and makes FLSA determinations.
Reviewed management requests for classification actions, interprets and applies position classification standards to positions to decide the correct pay group, occupational series, title, and grade level.
Provided management advisory services and carries out the assigned duties and responsibilities relative to classification of positions in keeping with established OPM position management principles.
Conducted desk audits and prepares classification determinations upon review of audit findings based on application of OPM position classification standards.
Researched position management implications that classification and position structuring proposals present along with position classification and position management analysis determinations.
Trained manager and supervisors and provides advice and guidance to employees about position classification and position management.
Predict organization demands and recommends reallocation or augmentation of existing resources as necessary.
Direct the capture, reporting, and analysis of statistical data relating to the organization's operations and directs or personally performs special studies or projects.
Prepares and contributes reports and other presentations on program planning and evaluation. Established short and long-range goals of the organization, develops detailed plans for implementing them, and oversees implementation of the goals in subordinate organizations.
Determine if adjustments or changes in goals or emphasis are needed in organization functions. Recommends and/or puts into action organizational or process changes.
Design and conduct a variety of comprehensive studies and detailed analysis of complex functions and processes related to program planning and management.
Designed a new position evaluation instrument for all university staff position in 2005. Reviewed, evaluated and classified new jobs and reclassified existing positions when duties have changed to determine appropriate salary grade assignment.
Conducting job audits, writing new and revising existing job descriptions, defining and clarifying formation on position classification questionnaires. Design, implement, and administer University's compensation programs.
Developed evaluative material, analyzed and classified positions, many of which are highly advanced scientific and technological positions including regional and national expert positions.
Analyze and make recommendations on appropriate compensation ranges for jobs. Complete and participate in external surveys Coordinate and execute projects for Compensation Departments.
Conduct or participate in ad hoc classification and compensation and/or related HR assignments.
Review proposed salary adjustments for conformance to established guidelines policies and practices
Perform complex statistical analysis of compensation data and compile and present statistical data in support of proposed programs
Supervise Class & Comp Assistant and students assistant(s).
Recommend corrective actions to resolve compensation-related issues.
Maintain CCSD's job description files. Writes and revise job descriptions. Maintain job classification, salary range and employee information database.
Create and revise job descriptions. Coordinate and execute projects for Compensation Departments. Review requests for new or revised classifications to determine appropriate salary grade assignments.
Prepare reports, analyze, research, and collect data for compensation decision making purposes.
Complete compensation-related projects, including job evaluation projects and salary surveys. Prepare job documentation, job evaluation, salary surveys, salary administration, and special studies.
Work closely with internal staff in team environment; recruiters, HR, and payroll departments. Recommend corrective actions to resolve compensation-related issues. Develop and provide project reports.
Assist in the collection, analysis and reporting of competitive salary data. Maintain and administer compensation and incentive policies, procedures, practices, and programs. Administer base pay and incentive programs including annual performance and salary review.
Responsible for administering all benefits. Conduct surveys and studies in labor markets to determine compensation trends.
Survey industry and/or local regional area to determine company's competitive position in employee benefits. Provide guidance and support on the performance management processes to management.
Provide technical support on Pay and Benefits and 401K.
Maintain a professional working relationship with all internal and external customers.
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