Hired/Mentored a team HRBPs to support the continued growth of the Federal Civilian Sector. Transitioned to the HR lead for ManTech’s Defense Sector. Developed strategic plans to address attrition, promote employee engagement/growth opportunities, and ensure HR meets KPIs.

• Conduct Pre-acquisition human capital due diligence, with a focus on employee benefits, human resources, and talent acquisition risk/mitigation.• Manage Post-acquisition human capital merger integration.• Develop workforce management following transaction activity, including organization design, talent selection, and redundancy management.• Design the HR integration strategy and plan for small and medium scale acquisitions.• Establish M&A and legal entity practices and gain stakeholder buy-in for process improvements.• Research and analyze data, and prepare reports on HR trends, new HR project suggestions and current program goals and progress.• Responsible for the delivery, administration, coordination and evaluation of the strategic human resource function.• Key contributor on HR strategy development and implementation, and department goals and objectives. • Develop, implement and control programs in a manner that ensures cost effectiveness, market competitiveness and organization strategies and objectives.• Review and make recommendations to senior management for development and improvement of the organization's human resource programs, policies and practices.• Identifies trends that could affect organizational objectives and/or operational resources. Interprets appropriate laws and policies and advise senior management accordingly.

• Lead Human Resources practices and objectives that will provide an employee-oriented, high performance culture.• Serve as the strategic advisor and business partner to the leadership and management teams.• Develop and administer policies and programs covering the following: recruitment, salary and benefits administration, training/development, employee/labor relations, benefits, and EEO/affirmative action programs. • Prepare recommendations to top management concerning human resource policies and practices. • Work closely with line/staff management and corporate management to develop human resource plans and strategies to meet organizational requirements, employee safety, welfare, wellness and health.• Administer and interpret various labor agreements, administers grievance procedures, and provides labor relations support during contract negotiations.• Conducted a full benefits audit and HRIS reconfiguration to correct errors with benefits enrollments, terminations, and file feed connection to insurance carriers. • Configured ADP Workforce Now to automate the Annual Performance Evaluation process. • Developed Employee Handbook by consolidating separate policies. • Administers, coordinates, and monitors all routine aspects of the company security program. • Inspect, identify, report, guide and monitor corrective actions on all aspects of Gryphon Security Compliance.• Identify and implement the applicable requirements of the NISPOM.• JPAS/eQIP administrator for all Gryphon CAGE codes.• Monitor Security Department quality assurance.• Generate monthly, quarterly, and annual HR and Security metric reports for Senior Management.

• Provide overall personnel services leadership and guidance by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, personnel clearances, employee morale initiatives, compensation & benefits, etc.• Develop and implement creative personnel services strategies and procedures to facilitate/support business initiatives and reduce the workload on other areas of the business. • Function as an advisor to the executive/senior management of each business unit or project manager regarding key organizational and personnel management issues.• Guide management and employee actions by researching, developing, writing and updating policies and procedures that reflect organizational values.

• Responsible for establishing all facets of the HR department from the ground up. All HR functions required creation or replacement in order to ensure all functional areas were legally compliant. • Implement strategic goals, functional objectives, and on-going continuous improvement of existing systems and process.• Manage, plan and execute key HR competencies such as Employee Relations, Performance Management, Compensation and Benefits, Talent Acquisition, Organizational Development and Training, and EEO programs.• Create and maintain handbook on policies and procedures.• Handle all benefit vendor contract negotiations and evaluation of benefit plans offered to employees.• Provide coaching to managers and executives regarding effectively managing organizational talent.• Develop and utilize business metrics to measure the achievement of the company’s strategic goals and objectives.• Conduct employee relations counseling and mediation.• Investigate and resolve employee complaints filed with federal agencies involving employment practices or working conditions.• File EEO-1, Vet-100A, Form 5500, and OSHA reporting annually; maintain other records, reports, and logs to conform to regulations.

• Established all facets of the HR department from the ground up. All HR functions required creation or replacement in order to ensure all functional areas were legally compliant. • Analyzed collective bargaining agreements and interpret contract terms.• Implemented strategic goals, functional objectives, and on-going continuous improvement of existing systems and process.• Managed, planned and executed key HR competencies such as Employee Relations, Performance Management, Compensation and Benefits, Talent Acquisition, Organizational Development and Training, and EEO programs.• Developed and maintained handbook on policies and procedures.• Handled all benefit vendor contract negotiations and evaluation of benefit plans offered to employees.• Managed and directed the activities and staff involved in Human Resources activities, policies and procedures.• Proactive involvement in the status of workers’ compensation and general liability claims to ensure timely resolution.• Developed, implemented, and evaluated employee retention strategies and practices.• Provided coaching to managers and executives regarding effectively managing organizational talent.• Developed/selected, implemented, and evaluated programs (i.e. employee recognition, safety program, service award) to meet the changing needs of employees and the organization.• Assessed organizational climate by obtaining employee input (i.e. employee surveys, client site visits, and staff meetings).• Developed and utilized business metrics to measure the achievement of the company’s strategic goals and objectives.• Conducted employee relations counseling and handled employee grievances.• Investigated and resolved employee complaints filed with federal agencies involving employment practices or working conditions.• Performed cost/benefit analyses on proposed projects.• Filed EEO-1, Vet-100A, Form 5500, and OSHA reporting annually; maintain other records, reports, and logs to conform to regulations.

• Responsible for providing HR support to CONUS, OCONUS, and Union employees. • Manage and direct the activities and staff involved in Human Resources activities, policies and procedures. • Responsible for the delivery of HR programs and services in the areas of talent acquisition, employee relations, compensation, performance management, manager coaching and consultation, compliance, new hire orientation, and HRIS activities and programs. • Provide proactive and strategic HR leadership and consultation to operational and support groups supporting all levels of the organization. • Prepare recommendations to top management concerning human resource policies and practices.• Responsible for the administration of HR activities such as recruiting, terminations, benefits, training and development, employee and union labor relations, policy and labor law interpretation, investigations, compliance and application, performance management, and employee and management coaching.• Responsible for the administration of various forms of indirect employee compensation including health and welfare insurance, retirement income, paid leave, voluntary benefits, various employee services and benefits mandated by federal, state or local laws and regulations.• Manage personnel within the company including hiring, disciplinary actions, training and evaluation of personnel performance.• Contribute to the development, implementation, and interpretation of new and existing HR programs. • Provide HR support for Request for Proposals (RFP’s) for CONUS and OCONUS contract stand ups.• Facilitate change within business units acquired through acquisitions and mergers.• Developed and implemented the company Corporate Social Responsibility Program. Established a partnership with Susan G. Komen Race for the Cure. • Conduct client site visits to assist Program Managers/Team Leads with HR issues and to counsel employees regarding performance.

• Solely responsible for providing HR support to 400 CONUS, OCONUS, SCA and Corporate, and Executive employees. • Responsible for resolving complaints, counseling managers, and employees on the interpretation of policies and procedures.• Developed and implemented the following programs: Internship, Service-Award, Background Check and Drug Screening, Performance Management, and Corporate Social Responsibility. • Facilitated resolutions to employee relations matters in order to minimize risks to company.• Coordinated annual recruiting assessments for Transportation Security Administration contract. • Administered the performance management process and compensation cycle (i.e. merit increase and bonuses). • Maintained three Human Resource Information System (HRIS) records and compiled reports from databases. Responsible for overseeing the integration of the three HRIS databases. • Participated in the processing of terminations and conducted exit interviews.• Developed and revised the employee handbook for McNeil Security. • Designed and conducted new hire orientation. • Developed and maintained HR Sharepoint. • Assisted in organizational training and development efforts.

• Solely responsible for providing HR support to 150 OCONUS employees assigned to an operation and maintenance contract with the Department of State. • Administered various human resources plans and procedures for personnel; assisted in development and implementation of personnel policies and procedures; prepared and maintained employee handbook and policies and procedures manual.• Performed benefits administration to include claims resolution, change reporting, approving invoices for payment, and communicating benefit information to employees.• Handled employee relations counseling and exit interviewing.• Managed and resolved employee relations issues. • Developed and maintained contract webpage. • Maintained Human Resource Information System records and compiled reports from database.• Designed and conducted new hire orientation. • Maintained employee referral program.

• Provided administrative support to the recruiting department. • Posted and updated job postings to external and niche job boards.• Assisted with sourcing applicants and reviewing resumes. • Scheduled and set up interviews for various offices and sent confirmations to candidates using Outlook.• Responsible for verifying employment and preparing offer/rejection letters. • Assisted with entering and updating candidate records in applicant tracking system. • Managed and conducted new hire orientation. • Maintained and organized personnel files.