…ensuring the organization's adherence to employment laws, regulations, and internal policies.

Design unified personnel standards to support a safe, and effective work environment by collaborating with District agencies to develop modern and useful personnel practices through the development and support of government-wide compensation strategies, assisting agencies and employees to achieve strategic personnel goals. • Revised District of Columbia Municipal Regulations, regarding Witness Service Leave to specify when pay is applicable. This encourages employees to provide testimony as well as ensures agencies remain in compliance with District regulations.• Completed special assignments determinations in Dual Employment, Local Environmental Pay, Enforced Leave, and Achievement and Incentive Award compliance, enabling timely compliance determinations as applicable to existing District guidance in conjunction with Federal laws.• Authored policy clarification guidance on Performance Coaching and Development, Probationary Periods, Recruitment and Retention Incentives, Fiscal Year 2022 Human Resources Audits, Leave Restoration, Performance Improvement Plans, HR Software User Access Audits and Furloughs, clarifying applicable rules for agencies subordinate to the mayor’s authority as well as independent agencies who choose to apply District personnel policies.• Coordinated and co-presented Policy Review Panels for District government HR communities about prospective, current and projected changes to District policies. This forum creates opportunities for District government collaboration.

Create and implement official communication on behalf of the Executive Director to staff and public; Accomplish Human Resources functions in the absence of the Director of Human Resources; Ensure Federal and State employment and labor law compliance.• Authored and implemented first agency telework agreement, establishing avenue in business continuity during Covid-19 pandemic.• Authored department restructuring, relying on historical development data as well as external/internal accomplishments, impediments, and financial analysis. This resulted in a projected and actual 15% annual reduced cost for the next three years.• Composed employee evaluations, incorporating the first time use of SMART (Specific, Measurable, Achievable, Realistic, and Timely) goals to establish and formalize strategies for effective talent development for over one hundred employees.• Launched a cross-agency collaborative conversation to improve housing opportunities. This effort repaired external/internal relationships and positively impacted established practices. Additionally, it clarified information, regarding all agencies’ purposes and procedures. This effectively offered problem-solving avenues for the agency and its departments.• Served as agency liaison for the National Association of Housing and Redevelopment Authorities (NAHRO), coordinating on-site training to include catering and space logistics.

Establish and/revise policies to ensure regulation compliance; Create and implement official communication on behalf of the Executive Director to staff and public; Ensure Federal and State employment and labor law compliance.• Designed, established, and implemented a comprehensive On-Boarding Program and Standard Operating Procedures (SOP), which included mandatory Affordable Care Act (ACA) compliance applications, Department of Labor (DOL) regulation documentation, Department of Housing and Urban Development (HUD) Section 3 reporting, compliance, and agency’s benefits package.• Developed and monitored policies for compliance with Federal Regulations, regarding Federal Labor Standards Act (FLSA), Family Medical leave Act (FMLA), American Disabilities Act (ADA), Privacy Act and Fair Housing Act as well as Civil Rights VII and Davis Bacon. This established HR Compliance continuity.• Coached incoming Director of Human Resources on FMLA, FLSA and ACA applications as well as benefit administration for Medical Insurance, Long-term Disability, Pension (Retirement) Plan and Life Insurance. This completed and complimented her already extensive knowledge in recruitment and selection, allowing her to wholly fulfill the duties of the job description.• Collaborated with Housing and Community Development to secure better community funding opportunities through their Continuum of Care Program grant application. This provided written guidance on the local preferences for the Housing Authority to include homeless within the Central Savannah Rapids Area (CSRA).• Reviewed and recommended curtailment of current procedures, pertaining to dissemination of Privacy Act information for Public Housing management.

Expand the Foundation’s social media presence; increase awareness of park’s status in the public eye.• Create Marketing strategy plan for the Foundation.• Diversified the community partners by introducing eleven local entities to the partnership portfolio as well as a business cultivator and the local Conventions and Visitors Bureau.• Conducted a Strategic Planning Meeting for the Pendleton King Park Foundation.• Opened the parameters of the Facebook page; removed the exclusive local perimeter and added Twitter and Instagram accounts. Encouraged members to post, tag and Facebook Live any events.• Served on the Foundation Bylaws Committee to refresh its goals and include its new status of Henry Barclay King Trustee.• Orchestrated the first Annual Day in the Park Scavenger Hunt.

Under limited supervision, assist the Executive Director in staff capacity with producing detailed reports, documents, grant applications, etc.• Collaborated with Housing and Community Development in the development, research, review, and execution on the Affirmatively Furthering Fair Housing framework of an Analysis of Impediments. This broadened the response area exponentially from previous analyses, providing positive feedback on the area’s knowledge of fair housing and established broader range efforts to promote fair housing.• Identified discrepancies related to high vacancies (over 130 vacancies, placing agency at over 6% vacancy rate) in November 2015; facilitated operational procedures and solutions for both Management and MIS departments to reduce the number to 36 (1.8% vacancy rate) by the FYE 2016 (March 31, 2016).• Established the classification of all agency employees through analysis of job descriptions based on the Wage and Hour Division of the Department of Labor (DOL)’s standards to ensure agreement with the Federal Labor Standards Act (FLSA).• Ensured accurate reporting compliance with the Affordable Care Act.• Authored, reviewed, and submitted annual grant application since 2004, which doubled in funding and added an additional full-time position.

• Collaborated with agencies nationwide to ensure portability opportunities and compliance within jurisdiction as mandated by agency policies as well as local, State and Federal laws for the Housing Choice Voucher Program (Section 8). This promoted the accuracy in administrative fees and billing.• Maintain food program reporting for Little World of Learning Day Care Center to State for positive continued source of Day Care Center income.