Amber Doyle Email & Phone Number

Reports to the CEO, overseeing both HR and Recruiting departments. Serves employees in the US, Expat and TESA employees in Germany, Colombia, and Bahrain (and expanding).-Provides direction to executive leadership and management on issues of staffing, compensation, benefits, employee development, and labor relations.-Develops initiatives that promote the.

Washington D.C. Metro Area

• Served as a key member of the Corporate Leadership Team reporting to Senior Vice President/Chief Administrative Officer. Leads all functions on matters related to Human Resources, Recruiting, Payroll & Travel. Directed.
• Implemented measures to achieve less than 3% company turnover average.
• Re-vamped HR and Recruiting department programs. Led HR, Recruiting & Finance teams to document process flow and administrative procedures. Cross-trained employees to alleviate gaps in support. Implemented automated.
• Created corporate values and programs that transformed our organization to rewarding employees for performance, which allowed employees opportunities for growth.
• Designed recruiting strategy for all contracts (some SCA that require compliance with wage and fringe benefits regulations). Increased the number of hired employees over 100% first year with AMEWAS; consistently meets.
• Directed internal audits of HR systems, policies and functions for compliance & efficiency.

Washington D.C. Metro Area

Human Resource Management, Undergraduate School - Adjunct FacultyTeaches students seeking a Bachelor's Degree various credit-courses in the Human Resources discipline to include benefits, compensation, employee relations, training & development, talent acquisition and labor law. Majority of classes are held online.

Washington D.C. Metro Area

• Led change management and process improvement initiatives to meet CEO’s goals of efficiency and quality (re-branding, reorganization, process review and streamlining, leadership goals & objectives, tactical growth.
• Worked with CEO to re-brand corporate image to encourage specialized customer base and applicant interest in Engineering & Research, Cyber, C5ISR, Program & Acquisition Management; re-built company website from scratch.
• Focused on creating a company culture of high-productivity, innovation, empowerment, diversity and inclusion.
• Enhanced security program compliance measures including standard operating procedures, audits, recordkeeping and trainings; insider threat; created Cyber Security Policy manual/program to enforce protection against.
• Streamlined benefits and cut excess employer costs which provided more training and development opportunities to create a more specialized workforce; managed HR budget, created incentives program for employees to.
• Created Talent Acquisition program/pipeline to recruit, hire and retain a credible workforce in new specialized areas of cyber security, artificial intelligence, electronic warfare and data fusion; has hired over 50%.

Washington D.C. Metro Area

Teach SHRM Essentials of HR Management Certificate and SHRM CP/SCP preparation courses to college students and local workforce; evenings and weekends.

• Ad hoc basis; established an HR consulting firm offering professional human resources solutions to small and mid-sized employers in the following areas: compliance, compensation, benefits, employee relations.
• Has supported mid-sized government contractors with creating employee handbooks, compensation structures, and recruiting.

Washington D.C. Metro Area

• Directed two functions within the organization including the Human Resources department (including Security) and the Intergovernmental Personnel Act (IPA) Mobility Program. The IPA program is the main source of funding.
• Created HR department annual initiatives; focusing highly on the recruitment of a highly-specialized workforce.
• Created a security program (policies, procedures, in-house audits, trainings) to ensure compliance with NISPOM.
• Analyzed market trends to create a competitive salary structure to retain key employees
• Created an internal strategic plan for the headquarters staff to ensure optimum company support and performance.IPA Program Director:
• Managed subcontract assignment initiation for new employees and monitoring/maintaining OF69 and program assignments for IPAs in accordance with the Office of Personnel Management (OPM) and other government agency.

Greater San Diego Area

• Hired to manage and establish HR departmental policies and procedures locally, implement a reorganized company structure; recruit open positions in a new SALS division, provide insight to federal and state labor laws.
• Advisor to subsidiary President and Controller in terms of all HR related functions, provided recommendations and research based on federal and state laws.
• Managed both the Human Resources & Facilities teams; managed work flow in both departments.
• Worked with President to create viable strategic plan to promote increased productivity through succession planning, organizational changes (restructuring) and leadership development programs.
• Created employee handbook and procedure guide for subsidiary, compliant in CA labor law.
• Designed and implemented a training program to create guidelines and opportunities for promotion.

Washington D.C. Metro Area

I transformed HR from traditional administrative function into comprehensive HR organization focused on supporting strategic business goals. I partnered with the HR Director to advise Senior Management in various areas such as talent management and compliance. I also worked with an HR Business Partner located in Florida to have flow of standardized company.

M.S., Human Resource Management

B.S.

Activities and Societies: Sports Business Society 2004-2005

Education record

LSM is a nine-month, tuition-based program, which offers a chance to see, first-hand, some of the places, faces and significant community.