In collaboration and partnership with the Chief Human Capital Officer (CHCO), plans, manages, and coordinates the full spectrum of human capital management programs, activities, and initiatives. Assists in developing and implementing the Human Resources (HR) strategic plan, consistent with and in support of, overall ABMC mission, strategic direction, programmatic goals, and objectives. Works closely with the CHCO to design, develop, and execute a human capital (HC) strategy that aligns and contributes directly to the ABMC mission and strategic goals; plans for and deploys the human resources needed to achieve those goals; ensures that the Commission’s leaders understand and effectively carry out their Human Capital management responsibilities and provides leadership and direction for critical Human Capital programs, processes, and initiatives. Supports the CHCO in the management and oversight of Human Capital programs and policies for 11 distinct offices, in 10 different countries, each with their own unique policies, laws, regulations, etc. Continuously monitors and reviews policies and mechanisms across all of ABMC to ensure customer needs are met, alignment with ABMC’s mission, and compliance with regulations. The HC programs cover both General Schedule (GS) and Foreign Service National (FSN) personnel. Gives expert technical leadership and direction which spans all human resources functions and processes (Staffing, HRIS, Policy, ER/LR, Processing/ Benefits, Compensation etc.) Manages and oversees the day-to-day activities of the Human Capital Office and staff. Plans and directs the activities of the staff and manages resources to maximize the effective and efficient use of funds and employee skills. Ensures that HC programs and services further ABMC objectives, meet customer needs, and are compliant with governing laws and regulations. Analyzes workload and tracking reports. Conducts organization assessments as needed to ensure resources are optimal.

Directs, leads, and supports an HR staff responsible for providing Human Resource services to National Office and State customers. This includes program planning, administration, implementation and evaluation of a variety of human resources management functions. Applies expert knowledge and mastery of advanced human resources management concepts, laws, rules , principles and practices to research and interpret policies and programs; advocate far-reaching and innovative HR initiatives, alternatives and decisions; and advise.Provides recommendations on Rural Developments position on proposed guidance from USDA and Office of Personnel Management (OPM). If needed, chairs teams of specialists to address policy and operational issues of mutual concern. Provides expert HR advisory services to SES members, managers, supervisors, HR specialists and personnel throughout the Agency. Identifies and sponsors innovations and improvements to program(s) to increase customer service, achieve efficiencies, and reduce costs. Coordinates accomplishment of actions regarding a variety of human resource management functions. Keeps abreast of the status of actions, advising managers and supervisors of problems, solutions, alternatives/flexibilities, and possible operational improvements to increase effectiveness of Human Resources programs in general.Evaluates Human Resource program operations for quality and quantity of work, regulatory and negotiated agreement compliance and effectiveness of service to agency management and employees. Identifies problem areas, coordinates-corrective actions, and effects changes and improvements as necessary. Participates in planning and evaluative groups to recommend changes and improvements in HR programs. Conducts interview and selection candidates for employment, promotion, detail, and reassignment. Balances work among staff members and coaches staff in achieving their goals and objectives. Serves as the SME in Staffing, Benefits, Processing etc.

Oversees a Staffing team of 10 Hr Specialist and 2 Hr Assistants, to include managing their workload and problem solving assistance. On occasion serves as the acting Branch Chief in the absence of the Supervisor. Coordinates, Plans, and performs a variety of training to the Staffing and Recruitment staff in the areas of pay setting for GS, FWS, Acq-demo; Merit Promotion, Delegated Examining. Expedited Hiring, End to End process, Recruitment Incentives, Temp Promotions and Detail, and more. Reviews all Request for Personnel actions prior to submission for accuracy. Approves leave, and provides feedback to supervisor on performance of the staff, behavior problems, promotions, reassignments, recognition of outstanding performance, and any personnel needs. Provides customer service and problem solving capability to executive level customers throughout the Navy Secretariat and staff offices. Advises on and resolves complex and sensitive Human Resource problems and issues of over 70 different commands/ Units such as reorganizations involving complex position and organization management issues, restructuring and succession strategies, compensation and pay, performance, workforce recruitment and sustainment. Serves as the senior HR Consultant to the secretariat leadership, providing advice and guidance to managers and employees at all levels on HR issues.Advises on General Schedule, Acquisition Demo and executive recruitment. Conducts numerous hires using a variety of available recruitment sources such as Expedited Hiring Authorities, Direct Hiring Authorities and Normal methods of recruitments such as Merit Promotion, Delegated Examining, VRA, Schedule A, Reinstatement, Term, Recent Graduates, and Pathways. Completes Relocation Incentive, Recruitment Bonus, Superior Qualifications and Civilian Leave Accrual packages. Serves as the HR Subject matter expert (SME) in staffing and recruitment for the secretariat.

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Works as the Servicing HR Specialist to NRCS HQ staff to include SES managers who oversee the agency. Works the agency Pathways Program to include, Interns, Recent Graduates, Presidential Management Fellowship (PMF’s) etc. To Include Conversion of Pathways students. Utilizes Special Hiring Authorities such as Schedule A, 30% or More Disabled, VRA, Critical Hiring Authorities, Direct Hiring Authorities etc. Determines the best methods to fill positions whether through local announcement, centralized recruitment activity, etc. and takes appropriate actions. Determines best sources for candidates. Creates USA Staffing job assessments. Conducts job analyses and develops and validates promotion patterns which show the knowledges, skills, abilities, and other requirements for the positions to be filled. Evaluates applications, verifies eligibility, and rates and ranks applicants. Maintains registers and determines the number of candidates to be certified. Issues referral certificates to supervisors, and reviews them after selections have been made. Extends job offers, establishes reporting dates and coordinates with all responsible personnel to insure pre-employment and onboarding requirements are met.Provides advice to supervisors and managers concerning recruitment problems of limited scope by recommending one or more readily apparent alternative solutions. For example, advises on the most productive recruitment strategies for filling particular competitive service positions; the possibility of filling hard-to-fill positions at developmental rather than target grade levels; or recommends sources of available minority candidates to fill under-represented categories of positions. Recommends strategies for overcoming employment and promotion barriers. Participates in initiatives, studies and projects such as self-assessment reviews, the student and summer employment recruitment programs, and application of draft qualification standards.

Currently working Legal for the Marine Corps in the processing and discharge of Marines and Long term Prisoners