Jeri Buchholz Email & Phone Number

I am a strategic advisor to individuals and companies invested in intentional evolution of leaders, strategies, and people . I am a regular contributor to blog sites, as well as television and other media, on topics of leadership, goal achievement, and persistence.

Rhode Island

Alexandria, Virginia

Being a strategic business development advisor for Federal Management Partners was a privilege. For more than two decades, FMP Consulting has been helping organizations, both large and small achieve their human capital goals, enhance their performance, and achieve their organizational missions. For me, the best part is working with a variety of organizations to achieve their missions. As a strategic advisor, I followed emerging trends in human capital, thinking through how to practically apply those trends in the current work environment, and facilitating the development of strategies, programs, and tools that keep our clients on the leading edge of managing people.

Washington D.C. Metro Area

As the Assistant Administrator for Human Capital Management and NASA's Chief Human Capital Officer, I had stewardship responsibility for NASA's workforce. I advised and assisted the Administrator by carrying out responsibilities in accordance with the Chief Human Capital Officers Act of 2002. My responsibilities included setting the agency's workforce development strategy, assessing workforce characteristics and future needs based on the agency's mission and strategic plan; aligning the agency's human resources policies and programs with organizational mission, strategic goals, and performance outcomes; and serving as a member of the Office of Personnel Management-led Chief Human Capital Officers Council.

Rockville Maryland

As the Associate Director for Human Resources Operations and Policy, I lead the development of human resources policies and programs for a scientific and technical workforce in the headquarters offices and four regional offices of the NRC. I work with NRC’s senior leadership and other stakeholders to set direction and develop human capital strategies, policies, and programs. I provide executive leadership in the coordination and alignment of human capital programs and policies with the Agency mission and Strategic Plan. I lead the development of new policies and programs designed to enhance employee engagement.I provide executive leadership and functional management of human capital programs designed to acquire, retain, and manage the performance of a high quality workforce. I lead a team of seven managers responsible for the management of the following human capital programs for the NRC: executive resources, policy, recruitment and staffing, benefits and services, labor and employee relations, workers' compensation, and worklife programs. In total, I manage 50 employees and contractors, as well as the technology infrastructure which supports them. Additionally, I manage a budget of $3.7M (excluding technology which is funded separately), and provide broad programmatic oversight of human capital operations in the four NRC Regions which operate under a delegation of authority from the Office of Human Resources.I am responsible for a comprehensive human capital communications and outreach program, both internal and external to the Agency. I provide executive leadership to outreach programs at universities, colleges, high schools, and elementary schools which encourage math and science careers. I support the NRC goals of equal employment opportunities and diversity by developing and deploying strategic recruitment plans and ensuring that all NRC human capital programs and policies adhere to nondiscriminatory employment practices.

Washington D.C. Metro Area

Director, Office of Human Resources, GS-201-15. As the Director, Office of Human Resources, I served in the role of Chief Human Capital Officer, providing human capital leadership and guidance to the Chairman, the Commission, and Agency senior leadership. I was responsible for functional leadership of the entire human capital program, including: assessment, executive resources, learning and development, succession plan, staff acquisition, performance management, employee/labor relations, and personnel security. I provided leadership in the design, implementation, and integration of HR program to achieve the goals of the USITC strategic human capital plan and the President’s Management Agenda. I provided guidance to the Chairman on the accomplishment of USIC human capital goals and implemented programs to bring to life the USITC human capital vision – stable mission, dynamic workload, new tools and expectations, technical expertise, flexibility, new and enhanced skills.I represented the 98 small agencies on two executive committees for e-Gov initiatives: Enterprise Human Resources Integration (EHRI) and HR Line of Business (HRLOB). Additionally, during this period of time I spent three months on an executive development detail of the US Office of Personnel Management working in the HR Line of Business Program Office as the HRLOB Agency Coordinator.

Washington Dc

As the Director of Human Capital, I served in the role of Chief Human Capital Officer, providing leadership, developing policies, and implementing programs in all aspects of human capital management, including: human capital assessment, SES program management, learning and development, succession planning and staff acquisitions, performance management, and employee relations. I was responsible for leading the effort to design, implement, and integrate human capital programs and to establish a strategic human capital plan for the Office of Inspector General. I was responsible for providing human capital advice and guidance to the IF, Principle Deputy IG, and Deputy IG who manage a workforce of 1,500 employees deployed across the United States in eight regions. Additionally, I was responsible for managing the relationship between the OIG and the HHS Shared Service Center, which provided all staffing, classification, processing, and payroll operations for the OIG.

Spokane, Washington Area

As the Learning and Development Program Manager, I served as the OFHEO Chief Learning Officer, leading the creation and implementation of the agency training and development vision and succession management strategy. My role included implementing programs, policies and procedures, and creating orderly leadership succession models. I led the effort to define the mission critical competencies, identify agency competency gaps, and develop strategies to close those gaps. Additionally, I was responsible for identifying and implementing appropriate metrics which demonstrate measurable results as described in the OPM Human Capital Accountability and Assessment Framework.I served at the Federal government level on a variety of boards and panels related to the development and deployment of the HR Line of Business (HR LOB) and other e-Gov initiatives sponsored by OPM; notable examples being the HR LOB Requirements Board and HR LOB Private Sector Shared Service Center acquisition teams.

Bethesda Maryland

As the Chief of the NIMA HR Corporate Programs and Policy Division, I was responsible for integrating all HR processes for a workforce of approximately 3,000 employee deployed world-wide. I was responsible for the development and deployment of human capital programs and technology to achieve NIMA short-term and long-term business goals. I supervised a staff of 30 through 3 branch chiefs. I provided human capital advice and guidance to the Director, Deputy Director, and NIMA Executive Committee.I established performance measures and evaluated human capital programs for both efficiency and effectiveness. I was responsible for the design, implementation, and communication of pay banding, contribution-based performance pay, rank-in-person promotion, and a competency based occupation structure.I spearheaded the development of technology solutions to run on a PeopleSoft platform to enhance employee self service and streamline processes. I managed programs and contracts equal to $10M from FY01 to FY 02—preparing contract documents, developing budget documents and executing the budget.I represented NIMA at Intelligence Community-level and Department of Defense working groups focused on restructuring and revitalizing the Federal workforce.

Washington D.C. Metro Area

Senior Human Resources Specialist, GG-201-14. As Special Assistance to the Director for Human Resources, DIA, I managed high priority, intelligence community projects, including human capital reinvention and diversity management projects. I designed, developed, and deployed innovative cautions to DIA human resources programs and processes. I facilitated communications among the various personnel reform projects, including PeopleSoft project management team and the occupational analysis study. During this period of time, I also completed an 18 month executive development rotation in the Office of the Director of DIA. During this period of time I was responsible for tracking taskings to the Office of Information Services and the J2, the Intelligence Advisor to the Chairman of the Joint Chiefs of Staff. Additionally, during this time I served as the Senior Employee Relations Specialist for DIA. I managed adverse action cases involving security related issues, mental health, alcohol, and illegal activities.

Washington D.C. Metro Area

Provided the full range of human resources support to the US Information Agency Press and Publications Service.

Washington D.C. Metro Area

Assisted Federal agencies with hiring new employees into the Federal government

Democratic Republic Of The Congo

Peace Corps Volunteer. I taught high school English in Seke Banza, a small village in Zaire, now the Democratic Republic of the Congo.