Eileen P. Email & Phone Number

Washington Dc-Baltimore Area

• Determines applicant eligibility for all levels of jobs; including supervisory, entry-level, and specialized experience• Processing personnel actions for over 500 employees in PeopleSoft; processing not-to-exceed appointments, promotions, corrections, within-grade increases, position creation, and position updates• Serves as a resource for new employee orientation and facilitates timely and efficient on-boarding of new hires • Trained managers on how to conduct interviews, schedule interviews and provided guidance for making hiring selections, completing selection certifications, merit confidentiality forms, and other hiring procedures as necessary• Prepare hiring justification memos for qualified candidates and or qualifying hiring preferences• Completes employment verifications, reference checks, and coordinates background check investigations • Develop job announcements that identify core competencies ensuring alignment of desirable qualifications • Participates in weekly meetings to provide updates to managers and HR leadership on the progression of new hires, job announcements, position creation or updates, PAR processing and provide updates on new policies from DCHR• Screen resumes for adequate qualifications; schedule interviews with qualified candidates and serve as a panelist• Provides necessary training and guidance on recruitment and operational processes to the HR team members as needed • Interview applicants, negotiate salary offers, complete pay equity analysis, prepare, and provide official offer letters to new hires and internal employees

• Responsible for processing personnel actions timely and accurately in PeopleSoft for over 680 employees• Works effectively with the Chief Human Resource Officer, Human Resource Officer, Talent and Recruitment manager regarding personnel action request processing, position management, official personnel files, exit interviews, and HR special projects• Address hiring requirements with management officials, senior leadership, and HR team members using the District Personnel Manual (DPM)• Process over 100 personnel actions which include new hires, internships, Ruff Fellows, Not-To-Exceed appointments, and terminations using the District of Human Resources processing standards• Provides guidance to management and non-supervisory staff of human resource activities for the agency• Process resignations, conversions, promotions, report to changes, position updates, reassignments and SF-50s• Determines service computation dates based on creditable/non-creditable government and military service• Serves as an HR contact for OAG exit interviews and employee resignations and terminations• Develop and maintain an HR exit tracker report for employee separations and retention data• Develop and maintains 3 human resource standard operating procedures• Develop PowerPoint presentations for HR Data Analytics for employee separations retention data

Washington D.C. Metro Area

• Works effectively with the Chief of Staff and Supervisory Human Resource Specialist regarding progressive discipline, union issues and concerns, recruitment, position management, employee training and special projects • Review, edit and prepare position descriptions and agency organization charts for classification; using the Office of Personnel Management (OPM) qualification standards• Works closely in with the Chief of Staff and Agency Fiscal Officer (budget) to process position number updates and time to fill dates for vacant positions; using the schedule A report bi-weekly• Serve as an acting supervisor for Human Capital Management by managing and providing oversight over human resource division; training and development, employee and labor relations activities, and initiating strategic initiatives • Serve as the time and labor approver and provide the final review of entered time to ensure that completed and timely submissions are made to the office of payroll administration • Resolve all pay-related issues and discrepancies with supervisors and employees• Assist management and senior executives with performance management • Coordinate training programs and activities for senior level executives, managers and employees• Drafts job announcements that identify core competencies ensuring alignment of desirable qualifications • Serves as a resource for new employee orientation and facilitate timely and efficient on-boarding of new hires • Completes employment verifications, reference checks and coordinates background check investigations• Screen resumes for adequate qualifications; schedule interviews with qualified candidates and serve as a panelist• Develop and maintains 2 human resource standard operating procedures• Serve as the agency training coordinator, quality assurance coordinator, paid family leave and family medical leave act coordinator ensuring all employees and management receive proper information and application submission

Washington D.C. Metro Area

• Works effectively with the Director and Chief Operating Officer regarding union issues, recruitment, position management, training and special projects; provides a high level of administrative support to senior leadership • Addresses complex classification issues that affect grade level structures and functions of a large number of positions with management officials and senior leadership using the District Personnel Manual (DPM)• Develops a comprehensive sourcing strategy for vacancies; attend networking events, job fairs and Universities to promote job opportunities. Negotiate salary offers, prepare and provide official offer letters to new employees• Drafts over 75 job announcements that identify core competencies ensuring alignment of desirable qualifications using Office of Personnel Management (OPM) qualification standards• Assisted with staffing and recruiting over 100 new employees in the Operations and Crime Scene Division• Determines service computation dates based on creditable/non-creditable government and military service; implements and ensure employee personnel action requests are entered accurately into PeopleSoft HRIS • Serves as a resource for new employee orientation and facilitate timely and efficient on-boarding of new hires • Completes employment verifications, reference checks and coordinates background check investigations• Drafts over 25 memos and hiring justifications for qualified candidates• Sources and screens resumes; schedule interviews with qualified candidates• Serves as a supervisor to incoming interns and summer youth employment participants • Develops and maintain agency organizational charts for position description classification using Visio• Develops and maintains 3 human resource standard operating procedures• Develops PowerPoint presentations for HR Data Analytics

Washington D.C. Metro Area

• Assisted with the execution of human resources initiatives in support of high-volume hiring, and onboarding • Assisted with processing payroll through Automatic Data Processing (ADP) payroll system for team employees • Maintained personnel files, reference requests, performance evaluations and assisted with performance measures • Scheduled and managed applicant interviews; ensured timely follow-up on all interview requests from managers• Assisted with developing standard and operating procedures and strategies that resulted in a 60% increase in sales• Draft job announcements that identified core competencies ensuring alignment of desirable qualifications• Coordinated with senior human resource specialist regarding applicant qualifications• Facilitated training sessions that resulted in a $9k rise in company revenue

Upper Marlboro, Md

• Managed the Operating Partners' schedule and promptly notified required people of changes• Supervised, trained, and instructed 3 administrative team members on job duties and company policies • Served as the office manager, handled scheduling, ran errands, distributed checks for goods and services • Processed payroll through Automatic Data Processing (ADP) payroll system for team employees • Developed and maintained one (1) administrative standard operating procedure for team employees • Ensured timely processing of all office expenses, managed the office budget utilizing QuickBooks, provided pay for staff reimbursements, managed, and utilized corporate credit cards for office supplies, travel and luncheons

Upper Marlboro, Md

• Attended weekly meetings, took minutes, and provided all attendees with minutes via Dropbox• Managed the Team Leaders’/Brokers schedule and promptly notified required people of changes• Managed travel arrangements; booked flights, hotels, reserved cars, and shuttles • Prepared agendas and made catering arrangements for luncheons, committees, boards, and other meetings• Prepared, proofread correspondence, invoices, presentations, brochures, spreadsheets, and relevant material• Collected money orders, earnest money deposits, and distributed checks to the Realtors®

Suitland, Maryland, United States

• Explained company policies, provided guidance to HR-related questions, and accepted applications • Coordinated and assisted HR team members with the new hire onboarding process to include: conducting orientations, communicating with new hires, explaining benefits enrollment, and scheduled required training • Answered questions regarding employment eligibility, salaries, benefits, and other pertinent information• Prepared employee identification badges, activated building access key cards, and logged employee time• Examined employee files to answer inquiries and provided information for personnel actions• Compiled and prepared reports and documents pertaining to personnel activities• Performed administrative duties as assigned

Suitland, Maryland, United States

• Prepared badges, passes, and identification cards, and perform other security-related duties• Ensured that the new hire orientation agenda was up-to-date and collaborated with managers on changes• Maintained accurate and up-to-date human resource files, records, and documentation and maintained the integrity and confidentiality of HR records and files• Provided administrative support to the HR Department• Prepared and set up for new employee orientations

Bachelor Of Business Administration - Bba, Human Resource Management

Bachelor Of Business Administration (Bba), Business Administration And Management, General

Business Administration

Psychology

Psychology Major