• Serves as an adviser to clients on all Human Resources (HR) issues, both tactical and strategic.• Performs HR Risk Assessments for potential clients; develops HR offerings to clients based on the results of each assessment. • Establish policies and procedures for clients across numerous disciplines of HR: Strategic Business Management; Workforce Planning and Development; Human Resources Development; Compensation; Talent Management; Change Management; Employee and Labor Relations. • Maintains benefits administration, FMLA tracking and Leave of Absence administration. • Provides talent acquisition services from the sourcing of candidates to full cycle recruiting. • Distributes quarterly newsletter to clients, capturing trends in Human Resources and relevant changes to state and federal employment regulations.

• Reviews customer requests for proposal (RFPs) and determines which logistics and engineering teams will be impacted on any proposed statement of work. • Coordinates with impacted engineering and logistics teams to ensure accurate and timely estimates are provided to contracts organization. • Forecasts staffing levels for Systems Engineering and Product Life Cycle Management teams leveraging internal Boeing staffing tools (STEP) and Excel.• Briefs executive leadership on proposal status for Chinook Army Services, Chinook Global Services and US Air Force Services (MH-139); captures risks and opportunities to proposal schedule.• Builds and maintains relationships with all stakeholders in the Boeing Proposal Process.

• HR Business Partner to Vertical Lift Sustainment, a business with annual revenue of $800 million; 800 employees spread out domestically across Pennsylvania, Arizona and Alabama and internationally across Saudi Arabia, Spain, the Netherlands and Canada.• Partnered with executive leadership in developing Product Support Product Integration (PIPS) organization: effort involved formalizing leadership’s goals, evaluating best practices, developing communications and change management plan. • Served as team lead of three generalists.• Monitored workforce trends through the organization by utilizing Boeing internal “People Analytics” dashboards; partnered with executive leadership in workforce planning by leveraging analytics suite.• Teamed with executive leadership to develop succession plans for critical roles within the organization.• Conducted workplace investigations on issues related to violations of Boeing policy and values including investigations with potential impacts relating to Title VII, the Family Medical Leave Act, the Americans with Disabilities Act and Sarbanes Oxley.• Coached executives, managers and employees on communication strategies, change management and employee engagement initiatives. • Oversaw Reduction in Force / Redeployment process, In-Sequence Promotion Process, Alternate Dispute Resolution and Employee Engagement and Culture initiatives. • Championed “Service Based Culture” initiative; facilitated seminars, lunch and learns, and provided coaching to individual contributors and leaders on shifting our culture to one focused on service.

• Responsible for formalizing HR processes across Baltimore production facility and Mahwah corporate headquarters for 400 total employees. • Developed and implemented formalized compensation strategy for organization. Pay levels were created after review of job requirements and Department of Labor salary survey data. • Formalized and implemented EEO-1 reporting process.• Brought record retention practices into compliance with federal and state law as well as HR Best Practices. • Facilitated New Hire Orientation, including MSDS and cGMP training.• Served as benefits administrator for Baltimore location. • Responsible for full cycle recruiting for production facility. • Managed production facility’s time attendance records through ADP.

• Partnered with managers in creating professional development plans for co-workers at all levels.• Created staffing reports for College Park location through SAP Global view. • Audited Kronos time and attendance records. • Provided containment facilitations for managers during organization attempt in 2014; emphasis on Fair Labor Standards Act compliance and proactive leadership from managers. • Conducted New Hire Orientation Facilitations, focused on championing IKEA’s culture and values.

• Oversaw migration from traditional HR and payroll department to Professional Employment Organization.• Managed closure of Defense Supply Center Columbus Site; provided outsourcing services to impacted employees. Site employed 400 Cherokee employees.• Was responsible for staffing Tricare Management Activity proposal by identifying Program Manager and critical personnel; these efforts resulted in a contract award of $30 million over a five-year period of performance. • Served as organization’s Affirmative Action Officer• Appointed organization’s 401(K) administrator. • Provided benefits administration for employees: conducting benefits facilitations, updating internal HRIS to capture changes.

Cherokee was established in 1990 to provide quality Information Technology Services to the Federal Government. Since that time, we have successfully expanded our capabilities to include the areas of Enterprise and Program Management, Acquisition and Contracting, and Logistics Management. Our customers include the Office of the Undersecretary of Defense for Acquisition, Technology and Logistics (OUSD AT&L), the Defense Logistics Agency (DLA), the Defense Threat Reduction Agency (DTRA), the Department of Homeland Security (DHS), the Department of Interior (DOI), the Department of Housing and Urban Development (HUD) and many more.