Serves as a Senior Human Resources Consultant for the Department of Commerce. Consults with agency managers on recruitment and selection, classification, disciplinary action, performance, and complex human resource related issues. Assists managers in developing solutions to ongoing sensitive matters of contention and process reviews.• Conducts classification and position allocation assessments based on agency, manager, and business needs• Consults with senior leadership on employee issues that are sensitive in nature; facilitates avenues of approach to drive resolution for employees and the agency• Consults with leadership on disciplinary actions and performance; ensures understanding of proper process based on employee background and affected situation• Reviews regulatory information including Washington Administrative Code, Revised Code of Washington, Collective Bargaining Agreements, and agency policy to assist in HR assessments and consultations• Strategize and facilitates recruitment planning with agency leadership to fulfill division and unit shortages due to budget or workload increases• Leads employee and supervisor engagement sessions to further develop employee relations within the agency; improves communication skills through relationship building and team cohesion• Oversees employee onboarding in the agency through initial contact and facilitation throughout the onboarding process• Consults with employees and leadership on the Family Medical Leave Act and reasonable accommodation issues; provides guidance to ensure compliance with state and federal law

Served as a Human Resources Intern for Department of Enterprise Services. Collaborated with HR consultants on various projects and recruitment. Assisted managers in developing solutions to ongoing matters of contention through consultation, program, and process reviews.• Assisted in the development of the Public Service Loan Forgiveness program; praised by leadership for documented details for statewide implementation to support recruiting and retention efforts• Created a detailed new employee orientation plan for agency implementation; provided insight to streamline and revamp processes aligning agency goals with onboarding opportunities• Participated in classification, job description design, and employee recruitment and selections

Advised senior managers and the workforce on human resources matters. Coordinated HR functions for subordinate organizations ensuring compliance and responsiveness with headquarters’ overall objectives. Arranged the human resources planning and operations for an organization with over 15,000 employees.• Coordinated the onboarding program for over 100 employees allowing for seamless transition of inbound employees into several junior level organizations• Liaised between external HR service centers and subordinate organizations facilitating resolution of conflicting priorities; improved HR process procedures by 40%• Directed the compliance and assurance inspections of seven subordinate organizations ensuring efficient functioning of the organization HR functions• Championed HR development training to seven subordinate organizations; improved leadership skills of HR professionals by 15%

Managed and performed personnel and administrative functions for an organization with over 1900 employees. Participated in occupational classification to enhance the talent management process. Served as the primary trainer for all personnel related tasks. Advised organization senior leadership on obsolete and evolving HR policies and procedures.• Selected to provide counsel to senior executive leadership with a workforce of 21,000 to facilitate the onboarding process and improve integration to lower echelon companies• Improved HR metrics over 30% leading to the best organization award out of seven other associations; recognized and modeled for having the best systems and practices• Enabled senior leadership to identify HR issues through coordinated training based on current trends accelerated by natural organization turnover and personnel shortages• Formulated a workforce plan due to organization redesign that simplified the transition of over 300 employees to other divisions or companies; resolved employee shortages in two divisions

Performed compliance and assurance inspections and training over human resources systems and processes to recruiting organizations across the United States. Provided regulatory guidance and recommendations for process improvement on systems and processes.• Facilitated new HR regulatory guidance and compliance checklists to supported organizations; improved office production and methodologies by 15%• Wrote and briefed over 50 HR compliance reports and findings to all levels of leadership; enhanced HR functions over 25%• Identified systemic weaknesses and provided recommendations for process improvement to over 44 human resources offices throughout the United States• Planned HR inspections for 44 human resources offices across the United States and within budgetary constraints

Recruited, interviewed, and qualified applicants for employment. Distributed and displayed publicity material to attract applicants. Accomplished administration and prepared plans with recruiting goals. Maintained statistics, recruitment publications, and administrative files on recruiting programs and applicants. • Earned the top new recruiter award for employing 22 applicants; contributed to the division earning top rankings in the company for the year• Achieved and awarded the number one site ranking out of six; recognized by the company for improving operations by 20% over the previous fiscal year • Created an effective training program allowing newly assigned recruiters to achieve objectives within the first six months of recruiting• Qualified, trained, and mentored over 35 new applicants for employment; overcame strict recruiting objectives leading to recognition from senior leadership for performance

Performed personnel and administrative functions for an organization with more than 600 employees. Maintained the HR information system ensuring accuracy of personnel records and accountability of assigned workforce. Briefed managers, supervisors, and leadership on benefits administration, organizational behavior, and training and development.• Trained a section at 66% strength to perform and achieve results acknowledged by senior leadership• Scheduled over 500 employees for movement on a global scale consistent with headquarters directives allowing for continuous company operations abroad• Coached and mentored over 10 junior managers and specialists on correct procedures and policies• Advised on the recruitment, retention, and placement of new personnel within the organization; ensured adequate coverage due to natural employee turnover

The Four Block program helps veterans find meaningful careers. The goal of the program is to challenge and equip veterans to obtain competitive positions at companies and organizations that match their interests, attributes, and strengths. Four Block prepares transitioning veterans to successfully enter the corporate workforce and enhance personal and professional understanding of career development as they make the transition from active military service to professional civilian careers.

The Northwest Edge Program is a Washington State Veteran Transition Program designed to assist transitioning service members seeking employment in Washington State. Class consisted of participants meeting one day a week for seven weeks in a curriculum consisting of workshops, resume tailoring, interview preparation, and professional presentations to employers. This program was developed to support Governor Inslee's Executive Order on Veteran Employment.