• PROJECT MANAGER:Communicates project status and complex technical information to diverse stakeholders; develops functional requirements; updates project milestones; analyzes and assesses interdependency of tasks and adjusts due dates.• USER ACCEPTANCE TESTING: Designs and implements user acceptance testing on system applications within a Directorate resulting in 100% user participation and rollout of application.• ADVISOR: Provides human capital management services during the rollout… Show more • PROJECT MANAGER:Communicates project status and complex technical information to diverse stakeholders; develops functional requirements; updates project milestones; analyzes and assesses interdependency of tasks and adjusts due dates.• USER ACCEPTANCE TESTING: Designs and implements user acceptance testing on system applications within a Directorate resulting in 100% user participation and rollout of application.• ADVISOR: Provides human capital management services during the rollout of a resource sharing program within the Directorate; expert consultative, training, and technical advice on a broad range of staffing policy, labor, employee relations topics, and hiring flexibilities. Show less

• ADVISOR: Provides management advisory services and operating support to various Directorates throughout the Bureau; expert consultative, training, and technical advice on a broad range of staffing and classification issues; develop job analysis, create and modify assessment questions, advise customers on appointing authorities and hiring flexibilities.• STAFFING/CLASSIFICATION: Advises stakeholders on position and reorganization design; conducts position management (position… Show more • ADVISOR: Provides management advisory services and operating support to various Directorates throughout the Bureau; expert consultative, training, and technical advice on a broad range of staffing and classification issues; develop job analysis, create and modify assessment questions, advise customers on appointing authorities and hiring flexibilities.• STAFFING/CLASSIFICATION: Advises stakeholders on position and reorganization design; conducts position management (position descriptions, position reviews); uses HR IT systems to process actions (e.g., new hires, details and reassignment, etc.); authors superior qualifications and leave accruals, initiates background clearances and applies pay setting for new hires.• CENSUS LIASON, Career Connector (May 2015 – October 2015): Bureau point of contact to discuss Career Connector upgrades; testing of new system features; run data analytic reports; implements training sessions for Specialists and Assistants; serves as the database administrator.• FUNCTIONAL LEAD, Census Enterprise Data Collection and Processing (CEDCaP) Hiring Initiative: Hold strategic conversations with Selecting Officials to fill program positions; responsible for “cradle to grave” hiring process, and decreased onboarding process by 30%.• FUNCTIONAL TEAM LEAD: Led the rollout of the critical group hire initiative, conducted briefings, and ensured buy-in from Hiring Managers, Administrative Points of Contacts (POCs), and Subject Matter Experts (SMEs)) for all 2210 series (grade levels 13,14, and 15); partnered with stakeholders to establish procedures and processes for selections; developed timelines, delegated work and trained staff (contractors, HR Specialists, HR Assistants, and mixed tour) on drafting job analysis, posting vacancy announcements, tracking action items, and updating case file information. Show less

• PROGRAM ANALYSIS: Analyzed and evaluated on a quantitative/qualitative basis the effectiveness of business operations, program administration to identify process improvements and resolve significant organizational problems; developed and delivered training and technical assistance to support program administrative processes; used research and fact-finding techniques to collect data and provide recommendations on evaluating projects; monitor schedules and activities.BALANCE SCORECARD:… Show more • PROGRAM ANALYSIS: Analyzed and evaluated on a quantitative/qualitative basis the effectiveness of business operations, program administration to identify process improvements and resolve significant organizational problems; developed and delivered training and technical assistance to support program administrative processes; used research and fact-finding techniques to collect data and provide recommendations on evaluating projects; monitor schedules and activities.BALANCE SCORECARD: Collected and analyzed data for the balance score card in the areas of Customer Service, Organizational Excellence, and Workforce Excellence and used performance metrics to align the organization goals and strategic plans. • CLIMATE SURVEY: Gauged workforce satisfaction and employee morale by analyzing and formatting online assessments using a third-party statistical application; conducted quality checks and controls; wrote major sections of the Federal Equal Opportunity Recruitment Program Report; contributing author to Hispanic Employment Report and co-wrote Disabled Veterans Affirmative Action Program Report.• DEPUTY PROJECT MANAGER, Organizational Excellence Initiative (OEI). Used project management techniques and tools to communicate project status; request resource requests and update project milestones; analyzed and assessed interdependency of tasks and adjusting due dates; reported out status meetings to Project Manager; presented findings and resource requests during monthly Governing Body meetings with stakeholders.• AUDITOR, Office of Human Capital Accountability: Authored key areas of Human Capital Assessment and Accountability Framework (HCAAF) audit report for Commerce's organizational offices; prepared pre-audit, audit implementation, and post-audit documents to include audit scheduling letters, focus group interviews, and in brief and out-brief materials for bureau key staff. Show less