Jessica Claire
  • Montgomery Street, San Francisco, CA 94105
  • H: (555) 432-1000
  • C:
  • Date of Birth:
  • India:
  • :
  • single:
Professional Summary

Capable Supervisor in Human Resources with proven history in government operations. Proficient in best practices, leadership strategies and employee motivation to help boost productivity and job performance. Well-coordinated in addressing problems, investigating root causes and implementing successful resolutions as a mediator and Equal Employment Leader. Enthusiastic Human Resources Leader eager to contribute to team's success through hard work, attention to detail and excellent organizational skills. Clear understanding of recruitment (career/job fairs, candidate applications, interviewing and on-boarding), Training (essential and non-essential), Organizational Changes (personnel, organization name changes, restructuring). Motivated to use the skills and experience as a Human Resources Specialist/Manager with over 40 years of federal government service. Areas of expertise include, but not limited to recruitment, retirement, employee benefits, employee/management relations, performance management, compensation, bonuses, movement of personnel (internal and external), promotions and reassignments. Recognized consistently for performance excellence and contributions to success in the federal government. Strengths in communication, leadership, planning, analyzing, collaboration and mediation. All of the strengths are backed by 40 years of training and experience through the federal government.

  • Supervision
  • Process improvement
  • Team building, team management
  • Mediator
  • Customer service
  • Communications (networking, email, one-on-one, briefing, oral, written)
  • MS Office (Word, Power Point, some Excel)
  • Problem resolution (mediator, employee/management relations)
Work History
Supervisory Management Analyst (Human Resources), 09/2014 - 06/2019
Department Of Defense Robins Air Force Base, GA,
  • Coached/Assisted senior leaders on recruiting, award compensation, pay compensation, promotion criteria, performance management, classification, job descriptions, policies and procedures, and employee/management relations.
  • Evaluated current processes to develop improvement plans for internal policies and procedures
  • Researched human resources news, internal and upcoming training, new policies/procedures to produce a bi-monthly human resources bulletin.
  • Conducted personnel review of data from headquarters verses data the local office's Human Resources data to identify discrepancies (position title, number on-board, grade), reported for consistency.
  • Restructured procedures through networking/coordination with Director of Command Human Resources and Business Partners to create and execute projects internal and external.
  • Developed promotion metrics derived from promotion participant's data to track who could be promoted in place and those who may have to move to another position.
  • Developed spreadsheet to improve the accountability of awards generated by management to ensure all allocated monies were being used before the end of the fiscal year, which improved the efficiency of the organization's award program.
  • Developed a spreadsheet to account for all actions accomplished by the Human Resources team, whether in-person contact, phone, email and the type of inquiry or issue that was presented. This resulted in accountability of the office, improved operations and provided data for their yearly performance input.
  • Worked with managers and employees through surveys to understand needs and provide improved customer service.
  • Led a team of Human Resources Specialist/Administration personnel to deliver personnel responsibilities through team communications, organizational and leadership meetings.
  • Maintained excellent attendance record, consistently arriving to work before start time, passionate and committed to human resources and the organization.
Management Analyst (Human Resources), 11/2011 - 09/2014
Department Of Defense, Defense Intelligence Agency City, STATE,
  • Developed the Human Resources position into an area where managers and employees could trust the information that was being provided.
  • Coached leaders on the operational aspects of human resources through one-on-one training, policy and procedures.
  • Developed courses of actions for organizational changes within the organization and/or office, which was presented to the Commander for his analysis.
  • Conducted personnel review of data to identify discrepancies (position title, number on-board, grade), in order to be consistent in the reported payroll and human resources data.
  • Represented the organization at Career Fairs, providing information on the positions available within the organization, how to apply and the qualifications required for each position.
  • Restructured procedures through networking/coordination internal and external partners to create and execute projects.
  • Developed a training program for the interview panel members before they received the candidates' resumes, so there would be no bias.
  • Assisted in developing a spreadsheet to improve the accountability of awards generated by management to ensure all allocated monies were being used before the end of the fiscal year, which improved the efficiency of the organization's award program.
  • Assisted leaders to understand new policies and procedures, on-boarding, resignations,retirements, reassignments, recruitment process, interview process and employee/management relations.
  • Attended leadership meetings as Human Resources Lead.
  • Maintained excellent attendance record, consistently arriving to work on time.
  • Ensured reports were completed before the suspense date.
Supervisory Workforce Mgt Spec (Human Resources), 02/1999 - 11/2011
Dept Of Army, US Army Corps Of Engineers, Far East City, STATE,
  • Developed disaster and recovery strategy to prepare the district office for contingency operations.
  • Trained as train-the-the trainer to deploy new training and performance management strategies.
  • Eliminated process lags with quick processing of overseas extension, personnel actions and worked with the security team to ensure information provided to them for employee clearances was completed in a timely manner.
  • Program Manager for Ethnic observances, which were presented to the workforce as an awareness of other race and national origins.
  • Completed human resource (HR) operational requirements by providing weekly human resources statistics (hiring, lag time, recruiting, on-boarding, exiting) to the leadership to determine where there were bottle necks within the system.
  • Acted as human resources lead member advocate, encouraging and supporting either management or employees to identify and resolve conflicts.
  • Trained as train-the-trainer to present Leadership, Education and Development (LEAD) program to new or potential leaders within the area of operations.
  • Planned and launched Career Fairs/Job Fairs that assisted in boosting the awareness of positions available in the are of operations.
  • Coordinated implementation of employee-related services, policies and programs through coordination with leadership and managers.
  • Oversaw all HR needs for ~600-employees operating across five locations within South Korea
  • Administered benefits programs, reviewed compensation packages and other competitive data and prepared budget for HR.
  • Improved HR office efficiency by effectively managing internal communications and correspondence before leaving the HR office to ensure all information was in order based on established procedures.
  • Assisted senior management with making key decisions by developing a spreadsheet with performance statistics indicating status updates and timelines.
  • Planned, monitored and appraised employee work results by training managers to coach and discipline employees in a timely manner.
  • Maximized team knowledge and productivity by effectively having weekly meetings, ensuring up-to-date training, monitoring and directing employees in application of best practices of customer service and regulatory protocols.
  • Reviewed, developed and maintained work structure by updating job requirements and job descriptions for all positions within the organization.
High School Diploma: , Expected in 06/1969
Walnut Hills College Preparatory High School - Cincinnati, OH

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School Attended

  • Walnut Hills College Preparatory High School

Job Titles Held:

  • Supervisory Management Analyst (Human Resources)
  • Management Analyst (Human Resources)
  • Supervisory Workforce Mgt Spec (Human Resources)


  • High School Diploma

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