Responsible for the full spectrum of HR functions including developing and implementing HR policies and procedures, navigating and resolving the intricate aspects of employee relations, administering employee benefits programs and payroll, developing and conducting training sessions on related topics, consulting with department leaders on performance management, coordinating hiring and onboarding, and of course HRIS entry and ensuring compliance with state and federal regulations. l also help our employees by being the key point of contact for their questions and our HR systems.

Striving everyday to make Namify a place people don't mind spending 8 hours a day 5 days a week because they enjoy what they do, they love the people they work with, and they feel cared for, not used.• Responsible for driving and protecting the company culture using the company’s core values toensure we are on the right path.• Advise Chief Executives, VPs, and Directors on matters relating to culture, recruiting, retention, recognition, benefits, training, employee engagement, safety, and disciplinary actions.• Lead the HR team to achieve high morale and productivity. Oversee HR related projects andbudgets. Manage HR processes and schedules.• Mediate disagreements between employees and seek agreeable resolutions.• Investigate employee complaints and take appropriate action based on my findings.• Advise managers and supervisors in matters relating to company policy.• Ensure company policies are compliant with state and federal laws and regulations.• Regularly conducted training related to leadership development, utilizing benefits, understandingcompany policies, team building, and other topics.• Developed and introduced a professional development training program and a leadership modelfor company leaders.

• Use Excel spreadsheets and HRIS systems (SIBx, DPRO, and IPPSA) to track more than 200 application packets through the lengthy federal recognition process.• Improved department effectiveness by refining procedures for preparing, submitting, and tracking promotion and onboarding/offboarding documents.• Review application packets for regulatory compliance, completeness, and accuracy. Communicate packet discrepancies with recruiters via email (MS Outlook) and in person. Assist recruiters in completing and correcting packets. Achieved 99% acceptance rate on all packets submitted.• Review packets for accuracy and correctness before submitting them in HRIS system for approval at the state and federal levels. Track promotion packets through the process and answer questions from managers concerning the status of their employee’s promotions. Process an average of 10 promotion packets a month.• Action employee transfer requests by finalizing forms using Adobe Pro and MS Word and producing transfer orders using HRIS. Coordinate transfers with business partners in other states.• Audit business units for regulatory compliance in promotions, talent management, performance evaluations, and employee record management. • Train managers and supervisors to comply with policy and regulatory requirements.

• Supervised six HR Specialists with varying degrees of knowledge and abilities. Responsible for their safety, professional development, and quality of work. At times some team members were working in different countries. Maintained oversight and coordinated team efforts through effective email, voice, and video conference communications.• Supervised the processing of promotions, pay and benefit transactions, as well as recognition and incentive programs for an organization with 300 employees. Efforts resulted in timely resolution of issues and high customer satisfaction.• Advised department managers on issues of talent management, discipline, reporting procedures, and performance reviews in accordance with state and federal regulations resulting in superior mission execution recognized by senior executives.• Utilized HRIS databases (SIBx and DPRO) to perform HR analytics including talent vacancy and turnover reports, audit results, performance evaluation submissions, and payroll and benefits issues. Provided personnel strength reports to managers and supervisors and recommended actions to improve the organization.• Processed payroll using the federal government’s Automated Time Attendance and Production System. Reviewed and approved PTO requests, timecards, and ensured compliance with the Family and Medical Leave Act.

• Provided all administration functions including payroll, benefits, promotions, travel, and recognition programs for a department with more than 70 employees. Improved pay timeliness by one week shortly after coming into the position.• Worked one-on-one with employees to prepare promotion packets, resolve payroll issues, apply for benefits, and advised them on career progression.• Scheduled employees for professional development courses and coordinated travel for course attendance. Assisted employees with travel expense reports and processed travel vouchers for reimbursement.• Developed and coordinated schedules for monthly training. Communicated the training plan to all employees via a monthly newsletter. Recorded training into the organization’s training database, DTMS.• Trained department supervisors in career management, incentives, benefits, and other HR related subjects resulting in increased employee engagement.• Developed a new training compliance program for the department resulting in organization compliance for the first time in more than two years.

• Developed new standard operating procedures for range control operations resulting in improved processes and range safety compliance. Contribution was recognized by state leadership with the employee of the Month award. • Supervised two employees responsible for maintaining high customer satisfaction and communicating and enforcing safety policies to customers utilizing the organization’s training resources.• Inspected customers for safety compliance. Conducted weekly safety training classes and successfully trained more than 250 students.• Participated in safety program development as a member of the organization’s safety council.• Processed requests for training support and resources using the Range Facility Management Support System. Communicated with customers to resolve scheduling conflicts and ensure customer satisfaction.

Instruct new an prospective Non-Commissioned Officers in the Army's Basic Leader Course (BLC). BLC is where NCOs begin to learn their responsibilities and understand their role as a team leader in the United States Army. My responsibilities included first, facilitating learning opportunities in the classroom and in the field. Second, evaluating an individuals performance as a leader as they applied the knowledge and skills learned from the blocks of instruction. Third, creating a safe and effective learning environment while maintaining military discipline in a respectful and professional manner.

Facilitator and instructional leader in various positions including the state Drug Demand Reduction program, the Non-Prior Service Preparatory Training Program, the Forward Observer Military Occupational Specialty Training course, and the Regional Training Institute Leadership Academy.