In my role as Principal, I execute strategies to ensure completion of contract goals within budget while serving as primary negotiator and lead. It is worth mentioning that I deliver valuable insights to contracting companies throughout the contract implementation and administration process. It is one of my main responsibilities to track productivity/profitability to workload requirements by designing budget analysis tools. It is one of my main responsibilities to develop and execute contract-specific quality control, policy, and procedure guidelines and manuals. Within this job role, I plan procurement to meet future material and systemic needs for future and larger-scale projects. My notable duties are to provide valuable HR support and insights on interviewing, staffing, project assignment, and performance management. Furthermore, I consistently coordinate with government and contact personnel to meet all requirements of the contract as agreed.My Key Contributions for this role:• Ensured successful implementation of contract plans by delivering valuable subject matter expertise and technical guidance.• Codified processes and administrative controls by creating and executing contract-specific procedures and related documentation.• Systematized procedures for future contracts by tracking and codifying process improvements.• Guaranteed fiscal integrity between government budget forecasts and contractor billing while maintaining consistent coordination with government accounting offices.• Adhered to government fiscal fiduciary mandates by conducting comprehensive analysis of accounting and finance functions.• Built and fostered productive relationships with agency leadership while maintaining all certifications, licenses, and training as requested by each client agency.• Government Clients Include: US Treasury, Federal Bureau of Investigation, US Coast Guard, Bureau of Veteran's Affairs, Architect of the Capitol, and US Department of Transportation.

HR Partner to BearingPoint’s senior executive leadership team for Consumer and Industrial Markets, primarily responsible for the creation and implementation of global workforce plans to maximize the effectiveness of the organization through leverage modeling; staffing (recruiting and resource management), and talent management (compensation and rewards) initiatives. Strategic initiatives included, but were not limited to: providing up-to-date legal compliance advice and direction to senior executive team; creation and implementation of retention strategies for highly rated employees, development and implementation of global-practice procedures; employee relations & risk mitigation strategies, and implementation of global human resources policy. Responsible for benefits program management of international and expatriate employees. Leveraging my Information System knowledge, I was the organizational HR lead in the modernization and web adaptation of global self-service tools for direct employee interface to the PeopleSoft HRIS and Performance Management programs.

Developed and implemented start-up HR functions. Created and implemented standardized policies and procedures for a nationwide workforce. Audited existing organizational functions and processes to determine compliance with state and federal employment law, and subsequently redesigned those areas deemed non-compliant. Responsible for the design and implementation of a wide array of benefit programs; chief among them: annual performance review, paid time off, and nation-wide relocation. Created and implemented compensation plans for multiple pay regions based upon industry standards and competitive drivers. Provide organizational metrics and suggestions to CEO and Board of Directors as to the direction and state of the company. Created and implemented numerous web-based HR/Enterprise solutions to increase communications and decrease time of sourcing, hiring, processing and orienting new employees into the 2nd Century culture. Web-based/kiosk applications include on-line policies/procedures, interactive communications directory, and organization wide workflow processes. Created and implemented an in-house HRIS, eliminating paper-based administrative functions.

Provide senior executive level organizational development and project management for the Department of the Treasury’s PeopleSoft HRIS Implementation. Attached to the Treasury’s Human Resource System Program Office (HRSPO) to evaluate the deployment strategy of the Treasury’s core HR product. Act as executive level liaison to bureaus involved in the development of the Core product. Direct System Integrator (SI) activities and their task orders (recommend opportunities to share or leverage work between/among bureaus). Evaluate recommendations of PeopleSoft software modification requests. Evaluate the feasibility of release strategies as they impact upon the overall functionality of any given Treasury bureau. Provide direction on implementation of HR management processes, recruitment, performance management and compensation.

Director of HR functions for a nationwide workforce realigning overall HR management practices and implementing PeopleSoft HRIS. Established recruitment and hiring guidelines for technical and sales force with a subsequent decrease in processing time; facilitate disciplinary actions and process improvement plans; streamlined payroll and benefits administration processes. Primary HR functionary responsible for LCI due diligence proceedings during acquisition by Qwest Communications. Additional corporate HR functions included: recommendation and implementation of improvements in HR procedure as related to the HRIS system; creation and implementation of performance management and compensation plans; executive briefings on state of the company; edit and publish the Quarterly Executive Work-force Report; general troubleshooting of often sensitive employee and corporate level issues. Successfully directed the process/data mapping and conversion of Human Resource information from legacy data system to PeopleSoft; creation and implementation of internal end-user training; and establishment of end user applications. Implemented web-based/e-business solution for end user access and reporting capability within the HRIS.

Established Human Resource functions for a multi-state workforce. Directed corporate functions as they related to organizational change, staffing and classification, counseling and problem resolution, training, benefits administration, personnel policy and legal issues and payroll processing. Staffing and classification focused on technical, managerial and administrative positions with additional staffing performed through contract recruitment and temporary placement. Coordinate training programs that include supervisory, technical and administrative subject matter. Created and administered in-house policies and procedures. Sourced and delivered benefits and pay systems as they related to staff compensation plans. Created and implemented performance based management, evaluation and incentive programs. Facilitated disciplinary, counseling and coaching proceedings. Represented corporate legal interests as they related to hiring, compensation, discipline, termination, unemployment, immigration and overall personnel program administration.

Dramatically improved staffing through increased use of alternate recruitment resources; located and recruited highly qualified technical personnel for computer services positions world-wide; administered wage and compensation packages; maintained contracts with corporate and government clients and fulfilled internal staffing requirements.

Employed as a change agent to improve and upgrade Human Resources for a nation-wide aerospace workforce: researched, purchased and implemented the LAN/WAN based Ceridian Ensemble HRIS to centralize employee information and decrease processing time; streamlined benefit and payroll processing administration; established and maintained automated AA/EEO Tracking systems; redefined corporate policies and procedures; implemented quality management processes; staffed openings with improved candidate quality while cutting recruitment cycle time; reduced excessive benefits costs; instituted critically needed training; created an employee development plan where none previously existed; directed work skills training programs in conjunctions with local colleges and universities; administered assessment tests to verify work skills improvement; instituted organization-wide benefits briefings and brown bag informational seminars; counseled employees on available training; tracked progress of plan participants to expedite merit and skill-based pay adjustments. Through implementation of behavior-based safety and health programs, reduced illness, accident and injury rates by 45%, yielding a substantial reduction in insurance carrier medical costs and a subsequent decrease in insurance premiums. Built comprehensive environmental and workplace safety programs to bring company into EPA/OSHA compliance.

Recruited and relocated to Washington, D.C. by the Department of Labor’s Bureau of Labor Statistics to initiate professional recruitment and employee development programs. Significantly decreased process time in staffing and placement of economists, computer scientists and finance professionals; substantially improved administration of performance evaluations and employee compensations programs; streamlined Bureau disciplinary proceedings. Created the Bureau’s college recruitment, direct hire, new employee orientation, benefits briefings, and Hazard Communications programs.