Directs all Human Capital programs and administers Human Resources policies for a ministry with five campuses and approximately 100+ full and part-time employees. Initiated the first applicant tracking system used for recruiting, sourcing, onboarding and employee personnel records. Established pay-setting and classification standards and practices. Facilitated a staffing reorganization creating two divisions, one for ministry/ecclesiastical personnel and the other for operations. Standardized hiring and interviewing processes and procedures for department managers. Initiated a position description library. Spearheaded a compensation analysis with an outside consulting firm resulting in a complete overall of the organization's pay-setting and classification standards, procedures and policies. Primary benefits liaison between the insurance broker and employees; which includes organizing and delivering open season sessions, enrollments and changes in coverage. Monitors ACA metrics to ensure compliance with the regulations.

On/offboarding of employees, facilitation of new-hire orientations; extension of job offers; position description composition, annual updates, library maintenance; work-site transfers and migration; open enrollment, benefits, and COBRA administration. Initiated and collaborated with the HR Team on strategic and operational HR projects and programs. Provided coaching, training, counsel, and advice to employees on a broad range of human capital issues, including performance management, talent development, employee relations, and other HR functional areas as requested. Partnered with consulting practice stakeholders on projects and initiatives, including those related to development, performance management, and talent management. At a client site, the United States Capitol Police delivered recruitment and employer marketing consulting services to its Uniformed Services Division.Coached executives, managers, and employees on policies and procedures to ensure company and employee adherence to federal and state laws related to HR functions. Developed recruitment strategies, increasing the applicant pipeline by 100%. Accomplished by facilitating information sessions at career fairs; college classrooms and career centers; community service organizations; state employment agencies; diversity and inclusion events; partnering with media outlets; and internet sites. Collaborated with HR and Investigative teams to create a candidate profile based on key behavioral and technical competencies required for the job. Partnered and established ongoing communication with the agency's communication team, watch commanders, and uniformed personnel for internal referrals to candidate pipelines. Consulted with senior executives on concerns, assessments, and strategic HR plans. Identified service opportunities and determined appropriate approaches to best serve clients' HR needs.

Implemented, interpreted & evaluated US Postal Service hiring & leave policies for 500++ associates at the organization's Human Resource Shared Services Center under Lean/6 guidelines. Coordinated and executed leave and payroll transactions for all staff members. Produced daily, weekly, and monthly reports to supervisors for attendance, budget, compliance, and performance monitoring and analytics.Supported supervisors by coordinating and monitoring the performance management process to ensure improvement metrics and/or exit strategies were being implemented and carried out. Processed approval or denial decisions according to Department of Labor laws for FMLA requests for 600,000++ employees across the nine postal regions; average daily performance measures were in the 98th percentile range. Composed vacancy announcements; posted them to the applicant portal; coordinated the screening activities of the review and selection committee members. Consistently met performance measures at the 97th percentile range and reduced out-of-compliance attendance reporting by 50%.Reviewed and monitored payroll and timekeeping processes to drive accuracy and compliance.

The chief operator of my own consulting firm providing broad-based marketing, public relations, and operations strategy to a clientele base with revenues ranging from $1000K and upwards to $1MM++. Analyzed competitive marketing strategies for mature as well as growing organizations. Evaluated the financial fitness of clients, for return-on-investment outcomes for marketing and operations initiatives.Composed marketing materials such as sales information sheets, newsletters, and other written materials used by clients to communicate their organization's value story and proposition for internal and external stakeholder engagements and presentations.

Managed and monitored the organization's project charter for the integration and merger of the Job Link Centers and Employment Security Commission into Workforce Career Centers. As a result, Guilford County was one of the first three of 100 counties in North Carolina to have their model approved ahead of schedule and under budget as outlined by NC Workforce guidelines, WOIA, and Wagner-Peyser re-employment laws. Directed, managed, and initiated the change management, communications, and training strategies and initiatives. Organized and coordinated career fairs and hiring events for the Workforce Development Office with private and public-sector organizations and human resource professional associations.Coordinated and documented employee and executive staff training activities. Composed the Policy and Procedures Personnel Manual and Standard Operating Procedures for a re-employment integrated service delivery platform.Conducted labor market analysis and reported trends to local industry, community colleges, human resource business partners, and workforce professionals to implement programs and job training for the unemployed or underemployed.