Kenneth Ackerman, Mba, Sphr Email & Phone Number

Alexandria, Va, Us

This roles provides main point of contact for executive/senior business leaders on all operational HR matters and provide expertise and consultation on organizational design, communication, cultural transformation, performance management, training and development, EEO/AAP compliance, along with employee relations, new hire onboarding, terminations, and layoffs. The incumbent will also focus on leadership development through informal mentoring, identifying development areas, coaching, and mentoring of leadership within functional departments. This role supports all corporate human resource new and improved initiatives and processes with the goal to harmonize across all business units and corporate.

Mclean, Va, Us

In this role, as a trusted talent consultant, I built effective collaboration with key stakeholders to analyze business challenges, identify opportunities for change, and implement ongoing support for talent solutions. I led senior staff talent planning, succession planning, and employment reviews—and presented impactful solutions/resolutions to organizational leadership. My additional top contributions in this role include: >> Executed final transition actions for an acquired firm (700 employees); coordinated labor mapping corrections, span of control adjustments, and complete training on company processes>> Organized talent review strategy for leadership team to optimize succession planning at multiple levels >> Developed comprehensive spending budgets for Awards and Recognition program; secured 89% engagement rate>> Collaborated with Finance team to establish strategic compensation actions (with limited impact on cost)>> Ensured all people-related policies aligned with federal best practices—and compliance with firm’s policies in order to mitigate talent risks>> Partnered with multiple Centers of Excellence teams to refine their engagement approach—and enhance visibility of their services with leaders and staff members

Baltimore, Md, Us

In this role, I directed all HR functions, demonstrated noteworthy leadership, and forged strategic solutions for the firm’s human capital needs (≈ 1,500 employees across multiple states and locations.) I led and motivated a nine-member HR team supporting talent acquisition, organizational development, benefits, compensation, HR administration, compliance, and risk mitigation. I also utilized my mastery of strategic HR practices to achieve “best in class” policies while maintaining positive company culture.My additional top achievements in this role include: >> Revamped HR system utilization and integration with multiple vendors; introduced new tools to optimize performance efficiency across talent acquisition, benefits, and HRIS >> Designed and implemented funding verification solution for 401k true-up distribution and reconciliation; captured a positive $20K adjustment to firm’s forfeiture accounts>> Restructured leave policies and executed a parental leave plan—leading to a balance of time for employees and significant company savings>> Established direction for firm’s official Diversity and Inclusion commitment; amplified awareness and training, and facilitated assembly of a D&I council—and deep equity reviews

Falls Church, Va, Us

I championed complex HR projects aligned with HR objectives and overall business goals across a highly matrixed organization (≈ 1,500 employees across multiple business units.) I initiated a deep data analysis and presented discoveries to the Leadership team to support sound business decisions. I also built powerful collaboration with Business Director to ensure success across talent management, career planning, performance management, employee relations, leadership coaching, data analysis, compensation & rewards, recognition programs, and strategic organizational development.My other key accomplishments in this position include: >> Orchestrated intuitive to bolster corporate engagement within 700-person facility; directed three in-person events—and secured a 55% (average) participation rate>> Developed and executed strategic staff retention plan to address higher-than-average employee turnover rate; secured an 8% reduction YoY >> Introduced boot camp program to train employees in specific proprietary IT; achieved 95% completion rate

Falls Church, Va, Us

This position served as the Sr. HR Business Partner supporting multiple operational units across a business unit. The role required the ability to build effective relationships and have strong influencing and decision making skills to communicate potential advantages and risks to leadership. This role also had responsibility to serve as a corporate HR liaison for multiple HR actions and initiatives

San Mateo, California, Us

I led thorough and objective investigations to address and resolve complex employee relations issues. I developed dynamic programs and events to build employee motivation, morale, and retention. In this role, I provided HR advisement on client group restructures, workforce planning, and succession planning—and was recognized as a key member of multiple committees developing progressive employee programs, processes, and procedures.My additional top accomplishments in this role include: >> Earned distinction as a trusted change agent during major HRIS platform change initiative (WORKDAY); developed six job aides and headed 14 employee training sessions>> Produced policy revisions with co-employment and Affordable Care Act impact of Contingent Workforce with significant impact on two largest operating units>> Spearheaded multiple projects to optimize talent management, leadership development, and workforce planning

Bethesda, Md, Us

The HR New business lead is aligned by business area and works in partnership with multiple business and functional areas to support the business capture process, particularly as it relates to human capital. The lead also provides support for Mergers and Acquisitions as identified by the corporation. The role requires significant breadth and depth of experience in Human Resources across multiple primary HR functions. It also requires the ability to build and manage relationships across the enterprise in order to execute business capture goals and objectives.Some Responsibilities Include:Consult with management and business development stakeholders on human capital solutions related to all stages of a new business pursuit from pre-qualification through response and award. Evaluate and assess HR related risks associated with a program throughout the lifecycle of proposal development and submittal for domestic and international business opportunities in Canada, UAE, Middle East and other regions as needed. Collaborate with business area HRBPs and Leads during the proposal process so all parties are informed and to ensure a clean hand off upon program award.Establish business rhythm to inform and educate senior leadership including pipeline reports, business reviews, corporate program reviews. Engage with HR Transition activities upon related to company acquisitions or program. (i.e. target preparation, due diligence, integration evaluation, organizational transition).

Bethesda, Md, Us

In this role, I successfully led multiple HR functions simultaneously: talent acquisition, HR management, benefits, compensation, and training/development for ≈ 750 employees across multiple states. I built a solid partnership with the Leadership team to implement strategic and organizational plans for meeting long-range organizational objectives and divisional goals. I swiftly identified and reported all issues and potential risks to program and senior management. My additional key contributions in this role include: >> Secured HR support for large-scale Labor Classification project and established self-audit standard; reduced legal exposure—and secured $75K in savings >> Leveraged HR expertise to complete program excellence reviews for multiple programs (with increasing value of 3% annual revenue YoY)>> Led and empowered HR project team to execute a well-received sick leave policy revision impacting 850+ employees

Baltimore, Maryland, Us

This position served as the HR Business Partner for the Marketing and Advertising client group. Required a high level of communication and influencing skills to effectively provide guidance to management regarding employee union related contract questions, process and procedures. Required an active level of participation in the development of HR division goals objectives and systems. Responsible for budgeting and execution of overall expense spending for Human Resources.

Blue Bell, Pennsylvania, Us

This HR role managed human resources activities for the Eastern Division (3500 employee, 17 stares). The role provided support in functional areas of human resources including employee relations, personnel file maintenance, policy interpretation, information systems, compensation, benefits, training and risk management.

Baltimore, Md, Us

This human resources role provided a wide range of HR support and consulting services to CCP staff. The role was responsible for carrying out JHU and CCP policies relating to all phases of the human resource activity while remaining aligned with the strategic mission. Key areas included employment, staff relations, compensation, salary and benefits administration, and training and staff development.

Atlanta, Georgia, Us

Master Of Business Administration (Mba), Business Administration And Management, General

Bachelor Of Science, Business Economics