Provide executive service and leadership to the DC Human Resources Agency of DC Government

Deliver strategic and visionary leadership focused on transforming the HR function into a leading driver towards the core mission and long-term objectives of the function. Own implementation process for a new HR and Payroll ERP system that would increase efficiency and transparency across the institution for 300 faculty and staff. Establish and manage the creation of a Labor Management Committee between Labor leaders and high-ranking management personnel to discuss and resolve employee related issues. Implement a manager training program to build capacity and skillsets of all people managers throughout the institution. Operate as a vital member of the President’s Cabinet providing updates and advise concerning all personnel matters, federal and state employment laws, MOU standards and employee handbook requirements. Lead the HR and Payroll teams regarding all personnel matters including hiring, professional development and training, performance evaluations, coaching and developing managers, employee discipline, employee relations, grievances, terminations, compensation and payroll. • Reduced Payroll audit findings by revising the payroll submission process, implementing supervisor payroll trainings, and eliminating duplicative methods in the contractual and adjunct hiring processes.• Established clear and concise performance evaluation processes which included weekly supervisor/employee check-ins, mid-year reviews, employee supervisor assessment and standardized rubric for all performance evaluations.• Implemented employee engagement and wellness initiatives to increase employee morale, mitigate attrition and attract highly effective faculty and staff.

Deliver strategic and visionary leadership focused on transforming the HR function into a leading driver towards the core mission and long-term objectives of the function. Spearhead the formulation and delivery of a multitude of health and welfare programs for a diverse 11K+ workforce of multidisciplinary staff members. Own accountability for sourcing options, identifying optimal vendors, negotiating, and securing healthcare plans that maximize employee benefit while procuring cost savings for the organization. Expertly conduct a range of personnel actions including compensation and leave management and orchestrate monthly meetings between district employees and labor union leaders. Establish a skilled and engaged office and call center staff through hands-on control of the recruitment lifecycle including hiring, training, mentorship, and routine performance evaluations. Formulate district-wide compensation philosophy, design awards to recognize high-performance individuals, and investigated solutions to integrate high-level stakeholders into workforce development. Design and host events to acknowledge employee achievement, generate reports on employee retention in relating to benefits, compensation structures, and engagement, and investigate solutions to drive enrollment and transition of employees to retirement through State and City pension plans. • Cultivated a deep understanding and working knowledge of all union contract provisions, relevant local, state, and Federal law, and SOPs and policies established in the City Schools.•Informed quality decision making by the Chief Human Capital Officer by delivering key insights relating to the formulation of policy for pre-employment, retirement, compensation, tuition reimbursement, health and welfare programs, employee engagement, and more.•Maximized engagement capabilities by overhauling and restructuring the Employee Services Team into high-performance Employee Engagement Team in new respective roles.

Drove efforts to cultivate and strengthen a high-performance workforce of qualified educators and multidisciplinary staff to support 181 regional schools. Led skilled teams throughout all daily activities and special projects while conducting strategic talent development including training, continued mentorship, and routine performance evaluations. Developed and implemented high-level strategy and operational roadmaps aligned with the core mission and long-term objectives of the institution. Utilized superior project management skills to balance multiple priorities with varying requirements and deadlines in a fast-paced setting. Administered HR and payroll actions across all levels of the workforce. Routinely audited current practices and performance metrics to identify any areas for improvement along with actionable solutions to streamline processes and maximize capabilities. •Served in a highly-visible role as a representative of the institution while delivering presentations and attending job events.•Played an instrumental role in the formulation and allocation of a $1.34B annual budget for all areas of workforce development and staffing.•Delivered critical insights while functioning as the representative for Office of Human Capital on the 21st Century Building Committee.•Fostered and strengthened strategic partnerships with CEO and Chief of Staff of City Schools while acting as a high-level advisor on staffing.•Recommended approvals or denials for new charter school applicants to the Office of New Initiatives

Expertly conduct a wide-range of actions across the full recruitment lifecycle including candidate sourcing, pre-screening, interviewing, qualifying, and finally recommending optimal leadership profiles to fill any open positions. Recruited new applicants through networking, internet resources, cold calls, recruiting agency partners, and employee referrals. Identified labor needs and extended offers to candidates that successful fill all requirements and align with the values of the institution. Counseled individuals on matters relating to employee relations and outplacements, distributed notifications on any updates in human capital management across the workforce, and collected and compiled department-specific data to track and review performance. •Empowered Human Capital Team members with the skills and knowledge to excel in respective roles within employee services by training, continually mentoring, and routinely reviewing individuals.•Remained current on all open job opportunities, benefits, and programs offered by City Schools in order to quickly address any inquiries posed by potential applicants.•Established and strengthened working relationships with school officials, parents, and community engagement teams.

Served as an instrumental member of a highly-engaged workforce of multidisciplinary HR personnel by conducting a range of administrative actions to support continuity of operations and achievement of core mission. Entered information for job requirements, openings, and deadlines into the City recruiting tool, identified optimal candidates, and orchestrated a master schedule of interviews. Secured panel members and coordinated meetings to interview viable applicants, evaluated candidate scores, and recommended hiring actions to the Director of the Department of Public Works. Authored and extended employment offers and documented vacancies, terminations, Workers Compensation, FMLA, STD/LTD (short/long term disability), and employee relations issues. •Represented the HR function for the Bureau of Solid Waste at various at Key Risk meetings for Workers Comp cases and leaves of absence.•Performed termination hearings while ensuring for appropriate course of action according to company policy and regulatory law.•Informed quality decision making by Bureau Chiefs by delivering key insights on employee relation issues, disciplinary actions, City regulations, and relevant local, State, and Federal law.

Operated effectively in a fast-paced, high-volume settings while expertly delivering a range of administrative actions to support HR across corporate, warehouse, and office workforces. Owned accountability for collecting and recording crucial information required for employment including I-9 information, official documents, EEO forms, and other relevant information. Facilitated post-offer on-boarding processes for new hires within the warehouse. Prepared documentation for terminations, scheduled exit interviews, and logged information into HRIS systems. Pre-screen applicants, conduct background and drug tests, verified employment and references, and conducted interviews through phone systems. Employed a hands-on approach to training new HR administrators to ensure for a full knowledge of standard processes, regulatory guidelines, and best practices. Administered payroll and 401Ks.•Spearheaded the formulation and implementation of a comprehensive new hire orientation to ensure corporate personnel across all levels of management were well-equipped to excel within respective roles.•Acted as a key driver in the execution of the UA Rookie Summer Internship Program be controlling all onboarding and data entry functions.•Served in a highly-visible role as a primary point of contact for any employee relations issues or concerns.•Acted as a SME in ATS implementation and onboarding processes.