• Apply HR methods, principles and evaluative methods/ sufficient to advise on and/or resolve moderately complex problems.• Provide comprehensive HR management advisory and technical services on substantive organizational functions and work practices delivering effective HR services to Army and non-Army customers.• Provide written and oral communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of CHRA findings and recommendations. Staffing Advisory Service• Advises management on recruitment strategies, sources, and special programs, recruitment, relocation, and retention incentive programs; preparation and submission of personnel actions.• Advises management on a wide range of staffing issues such as merit system principles, prohibited personnel practices, valid selection criteria, workforce shaping/reduction-in-force, special placement programs, recruitment methods, and special pay incentives.• Writes vacancy announcements, produces referral lists by verifying employment eligibility, qualifications; as well as salary determinations and pay setting.• Screens requests for personnel action and related documents for completeness and accuracy, obtaining additional information as necessary.• Ensures priority consideration programs are appropriately utilized.Classification Advisory Services• Advises managers on the position classification process, the use of various classification references and automated tools such as FASCLASS, and DCPDS, and ensures that new classification standards are applied within established timelines.• Make determinations in the proper crediting of factor levels and ultimate allocation of grade levels to positions; communicate grade distinctions to management with supporting criteria and justification such as evaluation statements.• Provide recommendations to management on organizational design.

Transitioning Veteran2014 – PresentProject Transition USA is a 501c3 non-profit organization dedicated to helping transitioning military veterans & their families find meaningful and rewarding civilian careers. All members of our LinkedIN group work together to utilize the powerful networking & job search technology of LinkedIN in support of this goal. In addition to managing this group, Project Transition USA was the first to conduct a LinkedIN Job Search Workshop on a U.S. military base (MacDill Air Force Base, Home of U.S. Central Command -- Nov. 16, 2012). They have been conducting free monthly workshops on MacDill ever since, and plan to expand these trainings to every military base in the country. We invite you to show your support by participating in our group and hiring U.S. veterans at every opportunity! Join our group here: https://www.linkedin.com/groups/Project-Transition-USA-4842096/about To learn more about Project Transition USA, visit: www.ProjectTransitionUSA.org

♦ Played a key role in ensuring District maintains 100% compliance with current directives/laws. Structured and implemented programs and policies in the areas of training, classification, incentive/rewards programs and new employee qualification standards.♦ Created a team that fostered employee engagement through a variety of initiatives which support a positive work environment and resulted in a 78% increase in employee qualifications and a 30% increase in mission readiness/accomplishment. Specifically, recruited 4,700 new enlistments within a 3 year period to include over 30% Special Programs while maintaining a 100% shipping posture with less than 2% in month attrition rate. ♦ Implemented new classification practices within the company after review of previous procedures revealed that company was only utilizing 20% of its resources. Recommended new approaches, drafted new policy and executed training plan which increased utilization of resources by 80%. ♦ Mentored highly successful team of 12 junior and mid-level personnel. This team’s proven results included 3 promotions, numerous Quarterly and Annual awards as well as earning the most certifications for personnel within the District. Customer focused team resulting in high production numbers while maintaining quality of work in a high volume work environment. ♦ Reduced recruitment costs by 15% annually through meticulous review of applicant’s qualifications and ensuring that company does not pay for benefits/services for which potential employees are ineligible.♦ Liaison between District and Regional Headquarters for all legal, policy and waiver issues. Established a detail oriented review process establishing District standards for submission of waivers to Region. This significantly reduced the amount of errors being returned from Region and resulted in overall turnaround time decreasing from an average of 8-10 weeks to only 1-2 weeks!

♦ Developed cross training plan within the department which increased productivity by providing coverage during manning shortages or leave. This ensured the customer was always the focus and that consistent, excellent service was seamlessly provided during turnovers and departmental changes.♦ Planned and hosted 2 Recruitment events at Naval Air Station Ft. Worth, TX for 500 attendees that are current members of the Ready Reserve. Coordinated vendors, medical, dental, sponsors and guest speakers while updating attendee’s records and processing travel vouchers to the event. These Recruitment events proved successful in the hiring of 27 employees into the Navy’s hard to fill special programs. ♦ Utilized process improvement methods to develop a user friendly process to allow Reserve member to complete 80% of qualifications prior to check in at NOSC, reducing their check out time and allowing them more quality time with their family prior to deployment. Implemented the use of Social Media to keep family members informed and stay connected with service member and family members. One of the first Reserve Commands in the Country to utilize social media in this way while maintaining operational security.♦ As Equal Opportunity Program Manager, first in the Nation to implement a Reserve Unit EO Survey to include over 1,700 personnel within 45 separate training units. Interfaced with Unit Leadership/management on EO issues and required training. Maintained superb communication with EO Representative for the Region while meeting all deadlines ahead of schedule without errors.♦ Instrumental in the creation of a new, much needed Federal Civilian position. Worked with Comptroller, Regional Civilian HR and Management when writing job KSA’s and performance requirements prior to job announcement. Resulted in the hiring of a highly qualified Education Specialist to fill a job that had been gapped for a few years.

♦ Took a dysfunctional work center with low morale and swiftly identified personnel and procedural shortfalls to develop expert solutions resulting in a complete turnaround within a 6 month period making her department the highest performing office in the Company. Singled out by Region Inspection Team for her exceptional team building skills and her ability to build morale and create a positive work environment.♦ As Casualty Assistance Calls Officers, was instrumental in deceased veteran’s family being approved for death benefits. After careful review and research, provided case to Dept. of Veteran’s Affairs and Navy Personnel Office which resulted in family being approved to receive full Retirement benefits, Life Insurance, and VA Service Connected Death Benefits totaling over $1.5 million dollars. ♦ Developed new employee orientation to include benefits, policies and pay information. Provided instruction during 2 day training course and scheduled various additional instructors for specialized topics in medical briefing, dental, security manager and command leadership.♦ During manpower shortage, stepped in as Department Head for 2 departments, the Pay Department and the Logistics Department. Successfully managed these two additional departments which included managing a payroll budget of $3.6 million and a logistics purchasing account of $257,000 over a period of 2 years.

♦ Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.♦ Explain company personnel policies, benefits, and procedures to employees or job applicants.♦ Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.♦ Gather personnel records from other departments or employees.♦ Examine employee files to answer inquiries and provide information for personnel actions.♦ Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.♦ Compile and prepare reports and documents pertaining to personnel activities. ♦ Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability. ♦ Process and review employment applications to evaluate qualifications or eligibility of applicants. ♦ Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability.