Brett Smith, Ph.D. Email & Phone Number

Washington, Dc, Us

Washington D.C. Metro Area

Manager for Organizational Resources & Strategies• Manage organizational resources, the human capital enterprise (including strategic and operational human capital/HR), and strategic planning/development for a line of business with over 200 employees which includes 5 executives, 8 core divisions, and national field offices across the eastern, central, & pacific time zones.

Washington D.C. Metro Area

Strategic Initiatives Program Manager• Authored major sections of the Postal 5 Year Strategic Plan.• Collaborated with different business units to review, collect, and incorporate major content into Postal's 2016 Annual Report to Congress. HR Strategic Planning Specialist• Led efforts to examine the as-is HR strategic plan and refresh it. Met with stakeholders to determine status on completing as-is plan objectives and action items; and built a project plan to update the as-is HR strategic plan (which included an implementation plan with timelines and milestones) and establish a cross-functional governance structure to track plan progress.• Led HR process redesign efforts to migrate current Postal HR processes to an integrated HR system. Identified key stakeholders, and helped develop change management and communication plans. • Transitioned field HR unit knowledge and processes to an HQ unit. Partnered with HR unit employees to document their current processes, duties, responsibilities, and related challenges. Created preliminary process flows, SOPs, and offered recommendations on how to transition these processes to HQ HR unit. Materials were used to onboard new HQ team members with their duties and to help them improve these processes.• Reviewed previous survey administrations and conducted a research study on survey administration and modality preferences. Developed focus group strategy, and conducted nationwide employee focus groups to determine user survey administration and modality preferences. Presented findings to senior leadership based on employee feedback. • Managed portfolio of HR programs aligned with the Post Master General’s mission, vision, and strategic objectives by partnering with functional managers and task leads to review, track, evaluate, and report progress and performance metrics aligned to these programs.

Washington D.C. Metro Area

• Assessed 24 federal agencies’ supervisory GS-13, GS-14, GS-15, and SES employees’ satisfaction with their mission support functions (i.e., acquisitions, financial management, human capital, IT, and real property functions). Developed the survey content, deployed the survey, collected the data, analyzed the data, and offered recommendations based on the findings. • Worked with General Services Administration (GSA), the Office of Management and Budget (OMB), Treasury, and the Chief Financial Officers Council (CFOC) to assess 24 federal agencies’ organizational performance on cost and quality metrics. Used the analytical results to help achieve President Obama's goal of improving administrative efficiency and increase the adoption of effective management practices.

Washington D.C. Metro Area

• Enhanced competency models, analyzed workforce capability and capacity, and wrote career development recommendations to help analyze, enhance, and strengthen the national cybersecurity workforce.• Managed and designed interagency human capital meetings with high level senior executives to enhance federal cybersecurity workforce development and planning efforts. • Analyzed workforce data (capabilities) of over 23,000 federal IT and cybersecurity employees and presented training gap analysis recommendations to strengthen this workforce.• Wrote a strategic plan that clearly articulated the client’s mission, vision, goals, strategic objectives, and performance measures to internal and external stakeholder groups.

Greensboro/Winston-Salem, North Carolina Area

• Authored and led organizational design training courses to international colleagues based on thorough research and incorporation of best practices in methodologies and practical applications. • Conducted change management projects to encourage local employees to adopt and align their roles to a common global set of systems and processes. • Carried out a global organizational (and learning and development) design project, in Sweden, to create a corporate university for a large scale international organization.• Led data tracking activities across three sales departments and presented findings to top management showing over $2.1M in low-value added activity.• Assessed business processes and flows and presented a change management plan to help this organization secure resources for needed systems and changes resulting in cost-savings and process efficiency for the department.

Washington D.C. Metro Area

• Designed and implemented competency models for Federal agencies to optimize their recruitment processes and to attract top cybersecurity professionals into the government. • Developed and stood up major phases of the project management life cycle across a variety of client engagements.• Researched civil and commercial finance organizations and briefed senior leadership with solutions on how to strategically penetrate these markets to win new lines of business.• Utilized the firm’s resources to enhance human capital and HR practitioner skill sets by completing multiple series in workforce planning, competency modeling and assessment, and onboarding.

Washington D.C.

Ph.D., Industrial And Organizational Psychology

Dissertation: The effects of accountability on leniency reduction in self- and peer ratings on team-based performance appraisals

M.S., Industrial And Organizational Psychology (Applied Psychology)

Bachelor Of Arts, Psychology And Spanish, Summa Cum Laude

• The Alpha Phi Alpha Fraternity, Inc. (Life Member) • The Phi Beta Kappa Society • Omicron Delta Kappa Society • Psi Chi • The Phi Sigma.