HR Consulting

• Aug 2018 - Present

HR Director

• Apr 2017 - May 2018

• Lead all employee investigations and conduct and assist with decision making on Employee Relations issues of 5,000 employee segment with the majority of employees deployed in austere locations. • Consult and advise division business leaders on all aspects of human resources strategy, operations and policy. • Develop and implement policies and procedures covering all areas of the HR function, including, but not limited to: organizational effectiveness, employee development, on-boarding, recruitment, employee relations, performance management, compensation, and benefits. • Investigate complex CONUS & OCONUS employee relations issues including responding to charges from state and federal agencies such as the EEOC regarding: ADA, harassment, bullying, ethics, timekeeping, Letters of Concern, etc... • Provide Ethics Training to all AMCITS leaving for OCONUS work. • Investigated Union grievances on SCA complaints • Liaison between Corporate HR and division businesses to ensure alignment of action with SOC and DZ Corporate entities as necessary. • Direct talent management initiatives including performance management, employee training, organizational development, and succession planning. • Ensure efforts are synchronized with SOC and Mason & Hanger’s organizational development/organizational effectiveness initiatives related to talent management. • Provide counsel and lead organization optimization including restructuring, realignment and other methods for optimizing the people resources. Show less

Senior HR Business Partner

• Feb 2011 - 2016

Work closely with senior leaders/managers to provide expertise and hands on support in multiple areas including: workforce planning, on boarding, employee retention, employee relations, management coaching, performance management and change management. Manage the Talent Acquisition team to include the entire recruitment process and six full time recruiters Counsel/coach business leaders on the most effective solutions to resolve issues and support long-term objectives. Manage talent management review and succession planning tools Coach, mentor and lead the leadership team utilizing business skills and human resources knowledge to improve performance. Oversee, guide and conduct investigations into employee grievances, disputes and disciplinary issues. Led complex employee relations investigations to include Arbitration and the EEOC. Oversee implementation of all HR processes including workforce planning, organization management, succession planning, performance management, talent management, talent acquisition, remuneration, workforce reduction, injury management and other processes as applicable. Support recruiting efforts and total compensation plans for large scale proposal efforts. Participated in due diligence and transition of an 850 person acquisition from Verizon Federal Network Systems. Facilitate the Talent Management program including talent identification, development plans/activities and succession planning. Ensure training activities are planned to meet current and future organization and employee needs. Ensure safe working procedures and practices are followed at all times, attend required health, safety and environment training, report injuries, incidents, hazards and near miss events. Model safe work behaviors in all aspects of work and actively identify hazards and risk controls. Managed large scale OFCCP and SOX audits and received a letter of compliance. Show less

Human Resources Director

• 2009 - Feb 2011

• • Manage day-to-day Human Resources operations for government contractor in the Defense industry. Contracts include, OIT at the Pentagon, NMCI and DARPA. • Administer all aspects of the companies’ benefits and 401(k) plans, including enrollment, compliance, and testing. • Manage the technical recruiting and executive/corporate recruiting for the company. • Provide information and guidance to management on HR policies and procedures. • Investigate and resolve employee relations, Performance Improvement Plans (PIPS), morale issues and grievances. • Institute company policies and procedures. • Administer leave of absence programs to include: FMLA; military; and long-term disability. • Perform annual performance management reviews and independent of salary reviews • Serve as point of contact regarding employee grievances, complaints and counseling, and dismissals. • Developed and implement policies on issues such as working conditions, equal employment opportunity (EEO), disciplinary procedures, and absence management. • Advise executive management on organizational policy matters such as EEO and sexual harassment; recommend needed changes to corporate policies, and ensure compliance with all applicable employment laws and regulations. • Responsible for AAP, EEO-1 and VETS-100 filings and successful OFCCP Audit Show less

HR Director

• Feb 2004 - Jan 2010

• Manage day-to-day Human Resources operations for two Duchess Investments companies, Bobby McKey’s & 720 Strategies. • Created and established the HR function within the company, reporting directly to president. • Managed HR operations for three additional Hansan Group companies (Capitol Advantage, Capitol Advantage Publishing, and Knowlegis Software) prior to their sale to The Economist Newspaper Group in 2008. Handled all HR issues related to the sale and transition to new ownership. • Administer all aspects of the companies’ benefits and 401(k) plans, including enrollment, compliance, and testing. • Administer payroll and salary administration through ADP Payroll system. • Provide information and guidance to management on HR policies and procedures. • In charge of full-life cycle recruitment process. • Investigate and resolve employee relations issues to include grievances, complaints and counseling, and dismissals • Institute company policies and procedures. • Administer leave of absence programs to include: FMLA; military; and long-term disability. • Developed and implement policies on issues such as working conditions, equal employment opportunity (EEO), disciplinary procedures, and absence management. • Advise executives on organizational policy matters such as EEO and sexual harassment; recommend needed changes to corporate policies, and ensure compliance with all applicable employment laws and regulations. Show less

HR Generalist (Temporary Contract position)

• Sep 2009 - Dec 2009

Senior member of divisional HR team reporting to the VP of Human Resources; member of the business unit executive team with a dotted line report to the General Manager of the Business Unit. • Collaborated with HR teams throughout the United States. • Navigate daily in a matrix organization working across virtual teams to deliver services and strategic solutions to our internal and external customers. • Deal with high level employee relations issues. • Provide strategic leadership and ongoing consultation with business executives regarding complex problems and serve as change agent with senior leadership to create and manage human resource strategies that support evolving business objectives • Manage workforce planning process for business unit including forecasting, talent acquisition and development Partner with the senior leaders to collaborate across the division to design and implement a strategic staffing plan that acquires and retains top talent within the industry to build Jacobs’ core capabilities in education that support the overall business objectives. • Led the organization through HR initiatives and integration efforts in support of merger and acquisition process. • Advise management in appropriate resolution of employee relations issues and consult with legal counsel as appropriate • Provide on -going coaching and facilitation to all level of staff to improve business performance • Conduct compensation analysis and prepare equitable salary offers and recommendations for appropriate market salary adjustments Show less

HR Director

• Feb 2003 - Feb 2004

Human Resources Generalist • Serve as a strategic advisor on human resources strategy, programs, and issues. • Provide senior level HR support in: o career management o employee relations and retention o employee motivation o organizational policies o compensation and benefits administration • Partner and integrate service delivery with human resources corporate counterparts to ensure consistency in philosophies and alignment with business goals. • Provide career management guidance and one-on-one counseling in the areas of mentoring, career discussions, professional development plans, succession planning and salary management. • Provide leadership and education on the values, ethics and compliance, and overall HR policies. • Educate and counsel managers on employee relations' issues to ensure fair treatment of staff and compliance with federal and state employment laws. • Advise managers on compensation decisions through job analysis and determination of internal equity and external competitiveness. • Provide analysis on results and trends in the areas of competency assessments, turnover, compensation, and training or development needs. Show less

HR Generalist

• Sep 1999 - Feb 2003

• Advise and interact with all levels of management on the interpretation and resolution of a broad scope of employee-relations issues, to include progressive disciplinary situations in accordance with company policy and federal and state regulations. • Partner with managers to implement strategies for resolving day-to-day as well as long term employee relation issues. • Conduct investigations and provide conflict resolution as required. • Handle terminations, RIF’s, consult, coach, counsel department heads on terminations to determine and communicate severance terms and packages. • Advise managers on employee relations, performance management, salary administration and proper handling of work-related issues. • Address employee problems, questions, and concerns. • Conduct employee orientation program for all new hires and perform all exit interviews. • Align HR strategies to business goals and company mission. • Responsible for recruitment, screening and interviewing of Executive, exempt, non-exempt, and technical vacancies. • Partner with managers to strategize recruiting efforts and manage all phases of the recruiting process. • Manage recruiting strategy including print advertising, Internet recruiting, recruitment agencies and government programs. • Work with management groups in conjunction with the training department to develop a training curriculum for employees and managers including 360 feedback assessments associated with succession planning ensuring career development for high potential employees. • Provide interpretation of policy and procedures to current staff and new hire candidates. Show less

HR Director

• 1995 - 1999

• Responsible for development, implementation, and management/coordination of STG policies and programs pertaining to employment, employee/labor relations, compensation, training, placement, safety and health, benefits, and employee services. • Administration of health and dental plans, 401(k) savings plan, flexible spending accounts. • Developed the Employee Handbook and Affirmative Action Plan. • Monitored operations activities for compliance to company policies and procedures as well as EEO regulations. • Acted as point of contact and coordinated with organizations such as DOL, OFCCP, and EEOC, as well as outside legal counsel. • Identified legal requirements and government regulations and represented the company in several harassment, worker’s compensation, unemployment, and dismissal claims. • Investigated and resolved complex employee relations issues. • Acted as the main point of contact for a range of employee matters, including new employee orientation, HRIS data, employee complaints, educational assistance, and salary actions. • Developed an awards and recognition program. • Coordinated training and oversaw the company’s educational program. • Performed all government regulatory record-keeping, to include EEO-1 and VETS-100 reporting. • Complied with all federal and state laws involving WD, SCA, COBRA, FMLA, OSHA, ADA, discrimination testing and processing Form 5500 for benefit plans. • Managed a staff of five to include benefits administration and the recruiting. Show less

Employee Relations

• 1991 - 1995

• Managed employee HRIS (ABRA) and maintained all employee records. • Managed employee 90-day performance reviews and annual reviews. • Administered all salary actions. • Responsible for all non-health-related benefits, which included the 401(k) plan, discrimination testing, employee discount programs, educational assistance, and corporate events. • Managed the corporate Award and Recognition program. • Responsible for all government reporting which included Virginia Employment Commission and EEO-1 Reports. • Acted as liaison between employees and upper management • Conducted new employee orientation on a weekly basis. • Supervised two employees. Show less