Experience

New York State Thruway Authority

• United States
• Government Administration
• 200 - 300 Employee

• Associate Director of Human Resources

  • Dec 2022 - Present

  Albany, New York Metropolitan Area Administers the Authority’s staffing, classification, compensation, and examinations programs; directs the activities of a staff of professional, paraprofessional, and clerical employees in conduct of these activities; provides technical advice and direction to four Division Administrative Officers in their conduct of Personnel activities; works closely with Department Heads and Program Managers to assess and meet staffing, compensation, classification, and examination needs; serves as direct… Show more Administers the Authority’s staffing, classification, compensation, and examinations programs; directs the activities of a staff of professional, paraprofessional, and clerical employees in conduct of these activities; provides technical advice and direction to four Division Administrative Officers in their conduct of Personnel activities; works closely with Department Heads and Program Managers to assess and meet staffing, compensation, classification, and examination needs; serves as direct liaison with the New York State Department of Civil Service on classification, staffing, and examination matters. Ensures all aspects of the staffing, recruitment, and classification programs are in compliance with Civil Service law, rules, and regulations, Thruway Authority policies and procedures, appropriate negotiated Labor Relations agreements, and Office of Equal Employment Opportunity and Diversity Development guidelines; manages all technical aspects of the Authority’s Human Resources Management System; and represents the Thruway Authority to other Departments and Agencies on the above-related Human Resource issues. Show less



New York State OGS and DOT

• Human Resources Specialist

  • Jan 2018 - Dec 2022

  Albany, New York Metropolitan Area



NCUA

• United States
• Financial Services
• 700 & Above Employee

• Management Assistant - Operations

  • Aug 2016 - Jan 2018

  Albany, New York Area • Process personnel actions to include, recruitment, separations, and awards. • Work with central office human resources to organize resumes against hiring authorities and coordinate with managers on the interviewing and selection process. • Draft compensation recommendations for hiring managers for approval. • Give new hire orientations to new and transfer employees. Answer questions on health benefits, retirement system, ethics, policy, processes, and procedures. • Apply… Show more • Process personnel actions to include, recruitment, separations, and awards. • Work with central office human resources to organize resumes against hiring authorities and coordinate with managers on the interviewing and selection process. • Draft compensation recommendations for hiring managers for approval. • Give new hire orientations to new and transfer employees. Answer questions on health benefits, retirement system, ethics, policy, processes, and procedures. • Apply strong written and oral communication skills to develop and deliver briefings, project papers, management reports, and correspondence to managers to a workforce group of approximately 150 people. • Work with supervisors on performance appraisals, FMLA/LOA, benefits, and general employee policies. • Create official correspondence and feedback to management on a variety of processes and policies. • Work with training and development staff to process and track training plans. • Work with management to resolve HR issues in a timely and relevant manner. Show less



MAXIMUS

• Australia
• Advertising Services
• 1 - 100 Employee

• Senior Human Capital Specialist (promoted from Human Capital Specialist in 2015)

  • Jun 2014 - Aug 2016

  Albany, New York Area • Gave new hire orientations covering all aspects of benefits, Flexible Spending Accounts, FMLA/LOA, general company policy, processes, and procedures. • Used strong employee relations skills to conduct investigations into sexual harassment, general employee complaints, discrimination, and rebuttals to Department of Human Rights cases. Summarized all investigative findings into reports that may be used as part of a disciplinary action, termination or used for legal defense… Show more • Gave new hire orientations covering all aspects of benefits, Flexible Spending Accounts, FMLA/LOA, general company policy, processes, and procedures. • Used strong employee relations skills to conduct investigations into sexual harassment, general employee complaints, discrimination, and rebuttals to Department of Human Rights cases. Summarized all investigative findings into reports that may be used as part of a disciplinary action, termination or used for legal defense. • Facilitated mediation for conflict resolution to provide action based solutions in a timely manner. • Worked with supervisors to review and approve performance improvement plans and disciplinary actions. • Processed, facilitated, and conducted voluntary and involuntary terminations. • Defended the company at unemployment hearings. • Worked with third party administrator for FMLA and LOA applications and processing. • Worked with third party administrator on workers compensation claims and injury reporting. • Worked with employees on accommodation needs to meet compliance of the Americans with Disabilities Act. • Created the curriculum and taught a training course for supervisors on mentoring, performance management, disciplinary process, FMLA/LOA, retention strategies, benefits, and general HR policies. • Built strong relationships with department managers to advise them on a variety of HR issues to include performance management, compensation, employee relations, and retention strategies. • Coordinated with talent acquisition team and hiring managers to formulate accurate job descriptions, and assist with recruitment as needed with vacancy announcements. • Worked with management to determine appropriate salary and set pay. • Regularly coordinated with HR senior management on retention and recruitment strategies using employee feedback, analysis and exit surveys to provide suggestions and improvements for retention strategy. Show less



Caliper/Newport News Shipbuilding

• Human Resources Administration Generalist

  • Oct 2013 - May 2014

  Albany, New York Area • Created process flows and procedures for the HR office. Created standard operating procedures for site specific HR practices. • Regularly interacted with the Union Business Partners to address questions. The site had a collective bargaining agreement that spanned across multiple trade unions. • Routinely worked with the web based Human Resources Information System (HRIS) database to input records and pull reports used for strategic workforce planning. • Used automated staffing… Show more • Created process flows and procedures for the HR office. Created standard operating procedures for site specific HR practices. • Regularly interacted with the Union Business Partners to address questions. The site had a collective bargaining agreement that spanned across multiple trade unions. • Routinely worked with the web based Human Resources Information System (HRIS) database to input records and pull reports used for strategic workforce planning. • Used automated staffing and applicant tracking systems for recruitment and personnel actions. • Gave onboarding presentations to new hires. Answered questions on benefits and facilitated training for new hires and out processed terminating employees. • Worked with talent acquisition to create actions in the recruiting tracking system, scheduled interviews, and screened resumes for accuracy and obtain information as necessary. • Coordinated security clearance process by verifying employment eligibility, job history and qualifications. Show less



US Army Armaments

• Strategic Communications Officer

  • Feb 2010 - Oct 2013

  Picatinny Arsenal, NJ • Analyzed, planned, created, coordinated, implemented, and directed a comprehensive Strategic Communications Plan incorporating, social media, print, electronic and trade show marketing to convey the ARDEC strategic objectives to inform external and internal audiences about ARDEC’s mission and programs. • Coordinated and planned high-level Army trade shows, events, and conferences, requiring project planning and managing deadlines. • Maintained and balanced the budget for the strategic… Show more • Analyzed, planned, created, coordinated, implemented, and directed a comprehensive Strategic Communications Plan incorporating, social media, print, electronic and trade show marketing to convey the ARDEC strategic objectives to inform external and internal audiences about ARDEC’s mission and programs. • Coordinated and planned high-level Army trade shows, events, and conferences, requiring project planning and managing deadlines. • Maintained and balanced the budget for the strategic communications program. This included working with budget cuts and justifications each fiscal year. • Directed and provided guidance on branding adherence, and policy to ensure products and programs are recognized consistently by name and brand recognition. Directed course corrections when there was a need to change branding strategy. • Recommended priorities, developed plans, and directed the execution of communications, analysis, and assessment. • Planned internal and external strategic communications, marketing strategy and special events aimed at communicating the Research and Development Engineering Center’s product, mission, and goals to civilian employees, military, senior Army leadership, academic institutions and industry. • Provided diverse staff advisement to managers and directors on brand management and communications planning for events and VIP visits. • Was the chairperson on several working groups to update different media portals across the research center. • Was head of the Strategic Communications Department and led a support staff of three employees. Show less



PEO IEW&S

• United States
• Armed Forces
• 1 - 100 Employee

• Team Lead Human Resources Office (Org Ops Specialist)

  • Feb 2005 - Feb 2010

  Fort Monmouth, NJ • Team Lead for the Human Resources Office at Staff Headquarters, providing oversight and expert advisement to senior leadership- General Officer(GO)/Senior Executive Service(SES) level for manpower, personnel management, admin, training, military personnel, workforce and organizational structure. • Responsible for interpreting and advising on policy, plans, training, certifications, and procedures for force structure and human capital strategy. • Development of the annual workforce… Show more • Team Lead for the Human Resources Office at Staff Headquarters, providing oversight and expert advisement to senior leadership- General Officer(GO)/Senior Executive Service(SES) level for manpower, personnel management, admin, training, military personnel, workforce and organizational structure. • Responsible for interpreting and advising on policy, plans, training, certifications, and procedures for force structure and human capital strategy. • Development of the annual workforce plan to identify skill gaps, succession planning and training. • Document and distribute manpower resource guidance. Responsible for all civilian and military spaces allocated to PEO per TDA. Responsible for resourcing the current and future needs of the PEO IEW&S workforce by working through Department of Army staff components for both civilian and military assets. • Work as the senior advisor regarding organizational design, workforce shaping, reduction-in-force, position management, classification, and recruitment, training, and force structure and civilian/military manpower matters with independent responsibility for resolving controversial and complex issues. • Conduct comprehensive studies and analysis of management structure to propose alternate courses of action for total personnel management and organizational needs in conjunction with the organization’s mission and create efficiencies in the process. • Used workforce studies to improve efficiency by identifying, proposing, and implementing new organizational structures, realignment of functions, and/or staffing levels to meet current and future demands. • Was the Transition Manager for the organization’s conversion into National Security Personnel System (NSPS). TM responsibilities are to serve as a liaison to higher headquarters and local/regional personnel, formulate business rules in line with NSPS policy/procedure, training compliance of supervisors, and ensure seamless conversion for each civilian employee. Show less



U.S. Army CECOM

• United States
• Armed Forces
• 100 - 200 Employee

• Business Development Specialist

  • Jun 2003 - Feb 2005

  Fort Monmouth, NJ • Responsible for formulating and implementing the Command’s Corporate Business Development Plan, marketing strategy and coordinating events aimed at communicating the Command's product, mission, and goals to civilian employees, military, senior Army leadership, academic institutions and industry. Analyzed, planned, created, coordinated, implemented, and directed a comprehensive marketing plan using print, graphic display, promotional materials, static displays, and other media designed to… Show more • Responsible for formulating and implementing the Command’s Corporate Business Development Plan, marketing strategy and coordinating events aimed at communicating the Command's product, mission, and goals to civilian employees, military, senior Army leadership, academic institutions and industry. Analyzed, planned, created, coordinated, implemented, and directed a comprehensive marketing plan using print, graphic display, promotional materials, static displays, and other media designed to inform public about CECOM’s and Ft. Monmouth’s programs as the pre-eminent provider of Team C4IEWS products and services. • Used automated staffing and applicant tracking systems for recruitment and personnel actions. • Coordinated and planned many high-level Army, CECOM and Team C4IEWS marketing events at conferences, and visits (VIP, GO). • I provided staff guidance to managers and directors in their preparation and participation in these events. • Developed surveys and provided statistical information about customers from various marketing events and customers from tradeshows and provided information pre-show on target audiences. • Routinely attended and worked at various tradeshows and events to interact with customers to discuss the Command programs research and products as part of an educational strategy to bring in business and share corporate knowledge. • Applied a comprehensive knowledge of the Command, its vision, and current philosophy to the marketing program. • Directed and briefed exhibit and program proposals to the Senior Executive Service level. • After events briefed the return on objectives through survey results for planning future agendas, resulting in a recommendation of priorities, developing plans, and directed the execution of market research, analysis, and assessment. Show less