Serves as the VISN 20 Deputy Human Resources Officer (HRO) and has delegated appointing authority and responsibility to assist the HRO to manage and direct the human resources program for a large and complex VISN, which includes and supports 8 geographically separated Medical Centers/Healthcare Systems and 9 outpatient sites of care located in Alaska, Washington, Oregon, and Idaho. Is an advisor and consultant to VISN 20 top management at facilities and executives in the VISN office. Advocates and influences the acceptance and administration of sound human resources (HR) management concepts, practices, and personnel innovations in day-today operations and acts as a consultant and partner with management. Position plans, implements, coordinates, and reviews all major program activities conducted to ensure the activities conform with Office of Personnel Management (OPM), VA, VHA, VISN 20 and Medical Center objectives, regulations, handbooks, directives, and policies; and tracks and measures compliance and remediates if necessary. Delegated oversight of the Human Resources (HR) operating budget. Provides advice, consultative service, and guidance to all supervisory levels throughout the VISN on human resources management principles, techniques, acceptable personnel practices, as well as statutory, regulatory, and procedural requirements from agencies/organizations such as the Federal Labor Relations Authority, Merit Systems Protection Board, Office of Personnel Management, Office of Personnel Management, Office of Inspector General, Joint Commission, and other bodies. The position is a key member of facility, VISN and/or VHA committees advising on human resources operational issues and advocates for practices that advance employee job satisfaction; positions the facility/VISN as a Best Place to Work; and a collaborative, professional culture focused on customer service and quality patient care.

Senior advisor and consultant to the VISN senior leadership and executives in the VISN office as well as top management at facilities regarding all assigned HR functional areas—offering a global perspective in considering network-wide impact. Assigned functional areas include Employee Relations/Labor Relations (ER/LR) (including Performance Management), Suitability and Security Credentials (SSC), Reasonable Accommodation (RA), Work-Life and Benefits (WL&B) (including Leave Administration), and HR Development (HRD). Provides global management and oversees the coordination of work between assigned teams of consolidated shared service units to implement directives, address concerns, and ensure efficient cooperative approaches of inter-team dynamics. Acts as a senior liaison between the Shared Services Units and the CHRO. Point of contact for national workgroups—advocating and thinking broadly of the various program areas under the incumbent’s purview and the holistic impact decisions can make to directly or indirectly connected functional areas. Monitors and advocates for the integration of HR-related technological and administrative trends and best practices to ensure cohesive movement of services through the Network HR Office. Responsible for executing HR modernization endeavors and sound decisions on workflow/assignment when this crosses multiple functional areas and ensuring process improvement and continuous improvement occurs for all assigned functional areas.Executes the strategic plan for assigned functional areas and works with functional area chiefs and supervisors to identify long and short-range needs, formulate proposals for top management consideration, and plans and initiates improvement actions when considering global impact for VISN-wide implementation and quality attainment.

Independent timely, quality consultation on all matters involving Employee Relations (ER). Conducts technical review of conduct and performance-based work products (e.g., written counseling, proposed disciplinary and adverse actions, probationary actions, settlement agreements, etc.). Provides expert advice and guidance to managers and supervisors in the development of Agency responses to grievances, ULPs, demands to bargain and other labor matters as established by negotiated agreement, policy and/or law.Responds timely to recurring and non-recurring VISN level reporting requirements; suspense's items and taskings. Provides consultation and follow up on Employee Relations matters once research has been completed. Advice provided is compliant with current rules, regulations case law, and reflect subject matter expert quality.Independent timely consultation on all matters involving Labor Relations. Tasks are completed, and final work product submitted in accordance with the established timeframes and content within quality expectations. Grievance responses are written with expert level content quality and delivered within required time frames, as outlined in contract, policy and/or law. Engages with stakeholders and union representatives to support the effective, efficient labor-management program. Contributes to a healthy and cooperative relationship with all parties involved. Labor Relation settlement agreements/alternative solutions are thoroughly developed and effectively presented to resolve grievances; appeals or other labor/management issues.Provides annual quality reviews of programs effectiveness and the achievement of program goals and objectives. Develops methods of measurement that identify program effectiveness and weaknesses; impact of policy or process changes; and provides useful data. Ensures national initiatives or changes in laws, policies, or regulations is communicated and implemented in accordance with national or program office deadlines.

Ensures that the organization’s strategic plan, mission, vision and values are communicated to the team and integrated into the team’s strategies, goals, objectives, work plans and work products and services.Articulate and communicate to the team the assignment, project, problem to be solved, actionable events, milestones, and/or program issues under review, and deadlines and time frames for completion.Coach the team in the selection and application of appropriate problem-solving methods and techniques, provide advice on work methods, practices and procedures, and assist the team and/or individual members in identifying the parameters of a viable solution.Lead the team in identifying, distributing and balancing workload and tasks among employees in accordance with established work flow, skill level and/or occupational specialization; making adjustments to accomplish the workload in accordance with established priorities to ensure timely accomplishment of assigned team tasks; and ensuring that each employee has an integral role in developing the final team product.Train or arrange for the training of team members in methods and techniques of team building and working in teams to accomplish tasks or projects, and provide or arrange for specific administrative or technical training necessary for accomplishment of individual and team tasks.Monitor and report on the status and progress of work, checking on work in progress and reviewing completed work to see that the supervisor’s instructions on work priorities, methods, deadlines, and quality have been met.Serve as a coach, facilitator and/or negotiator in coordinating team initiatives and in consensus building activities among the team member’s

Advises senior management and all other supervisory/managerial staff on often complex and sensitive employee relations/labor relations matters. Conducts thorough analysis, applies critical thinking skills and provides application of sound consultation to management and supervisors. Guidance is well-tailored and strategic, often addressing complex matters and provide the appropriate legal/statutory, regulatory, and policy compliant solutions; situations are very often multifaceted, including aspects of conduct/discipline concurrent with potential EEO, Whistleblower, Merit Systems Protections, negotiated grievance/appeal, OWCP, Reasonable Accommodations and various other statutory appeal, and negotiated labor contract issues. Proposes new policies regarding employee relations; conducts extensive research into employee relations cases to identify trends, patterns, or aggravating and mitigating circumstances; represents management in grievances, arbitration cases, and unfair employee practice and impasse hearings. Advise and assist staff working in partnership with the agency EEO officer and Local Reasonable Accommodation Coordinator regarding employee reasonable accommodation process, procedure and application in accordance with the ADA (AA), EEOC regulations, and VA/VHA policies. Provide sound procedural guidance on the appropriate and judicious application of Directed Fitness-for-Duty, and Light/Limited Duty policy and procedure, working closely with , Agency Medical Staff Officers (MSO), Occupational Health staff, and agency management officials with responsibility to ensure that employees statutory due process rights of are appropriately protected.

Provides technical guidance and consulting in managing the Reasonable Accommodation program for all services located throughout the Portland VA Medical Center.Meets the need of customers while supporting VA missions. Consistently communicates and treats customers (veterans, their representative, and all VA staff) in a courteous, tactful manner. Provides the customer with consistent information according to established policies and procedures. Handles conflict and problems in dealing with the customer constructively and appropriately.- Communicates to all interested parties all of the necessary information to ensure that processing or requests for reasonable accommodation is performed as expeditiously as possible.- Collaborates with the EEO Manager in developing training guidelines for new employees and supervisors joining the PVAMC.- Schedules meeting with Supervisors and employees regarding reasonable accommodations guidelines and providing orientation as a consultant on the provisions of all applicable regulations.- Serves as a member of the HR Staff on Reasonable Accommodation when determining reasonable accommodations for employees.- Works, along with management and HR staff (ER/LR Supervisor), searching available positions for qualified individual with a disability in order to accommodate them when possible and in accordance with applicable regulations.- Prepares and maintains a log for all Reasonable Accommodations requests which will include the status of all requests updated and readily available.- Prepares and maintains case file for each Reasonable Accommodation requests and ensures that they are properly maintained under need to know confidentiality.

Disabled Veterans' Outreach Program (DVOP) specialists develop job and training opportunities for Veterans, with special emphasis on Veterans with service-connected disabilities. DVOP specialists provide direct services to Veterans enabling them to be competitive in the labor market. They provide outreach and offer assistance to disabled and other Veterans by promoting community and employer support for employment and training opportunities, including apprenticeship and on-the-job training. DVOP specialists work with employers, Veterans' organizations, the Department of Veterans Affairs, Department of Defense, and community-based organizations to link Veterans with appropriate jobs and training opportunities.DVOP specialists serve as case managers for Veterans enrolled in federally funded job training programs such as the Department of Veterans Affairs’ Vocational Rehabilitation program, and other Veterans with serious disadvantages in the job market. DVOP specialists are available to those Veterans and their employers to help ensure that necessary follow up services are provided to promote job retention.The Department of Labor provides grant funds to each state's employment service to maintain DVOP specialist positions in the state. The staffing formula and current appropriations level support about 1,400 DVOP specialists nationally. DVOP specialists are employees of the state and are generally located in state employment service offices. About one-quarter are stationed full or part-time in locations other than employment service offices.DVOP specialists may be stationed at regional offices and medical or Veterans' outreach centers of the Department of Veterans Affairs, state or county Veterans' service offices, Job Training Partnership Act program offices, community-based organizations, and military installations.

Screen veterans' who walk into the employment office and determine the level of assistance needed. Refer disabled veterans’ in need of intensive services such as training, case management or to see a Disabled Veterans Outreach Program Specialist (DVOP). Assist with basic job search assistance and/or make appointments for more detailed assistance. Provide employment and training services such as resume help, job search assistance and basic computer skills. Refer veterans to other local, state, and federal service agencies.Use effective interviewing skills to gather information, advises veterans of available employment and training programs. Refers veterans to the appropriate provider of veterans’ benefits for which they may be eligible, refers to appropriate supportive services, educational and training programs and job opportunities, provides relevant and correct labor market information.Handles customer questions and problems politely and efficiently. Maintains high standards of personal honesty, integrity, professionalism, and good taste in conversation, attitude and personal appearance.Utilized good listening skills, open-minded, seeks input and implements solutions, solicits feedback and handles constructive criticism. Displays sensitivity and respect, supports and contributes to the accomplishment of team goals.Have a good understanding of Microsoft Office and the ability to instruct veterans in basic computer skills such as Word, Excel, and Outlook. Ability to write a targeted single page resume and assist veterans in submitting on-line resume's and filling out on-line applications.

Provide Human Resource services in consultation and training in human resource areas, application review and candidate testing, recruitment, job analysis and classification, employment program administration.Plan, organize and manage work assignments. Follow and maintain the processes and procedures of the agency. Analyze information and evaluate results to develop solutions and solve problems consistent with ISDA policies and all applicable laws.- Coordinate the ISDA payroll functions by compiling and submitting time and attendance records, and functioning as an ISDA liaison (CPO) with the Controller's Office I-Time system.- Maintain employee information by compiling, verifying, updating, and entering employment and status-change data, maintaining record-keeping system. Complete human resources processes by compiling and maintaining employee data providing information-processing support. Prepare employee data reports by assembling and analyzing data.- Support recruitment processes utilizing ATS with managing announcements, hiring lists, scheduling interviews, and some candidate interaction. Continue to monitor Jobs and phone lines for open positions.- Provide secretarial support by entering, formatting, and printing information; scheduling and organizing work; fulfilling requests for information; answering the telephone; relaying messages; and respond to employment verification requests.- Assist other HR section staff to implement various staff and organizational development functions, including new employee orientation and various training programs.- Benefits--educate employees about benefits; respond to benefit inquiries, aid employees with benefits issues.- Monitors and follows up to assure timely completion of performance evaluations and employee status changes; monitors temporary work hours.- Maintain and update appropriate PCNs with correct PCA.- Assist new hires in completing agency specific programs I-Time and self-service.

Served as the Senior Enlisted Advisor to the Assistant Adjutant General. Served as the Senior Enlisted Manager for over 900 assigned employees and provided advice and recommendation to the Assistant Adjutant General and staff concerning individual training, health, welfare, morale and discipline of all assigned and attached employees. Enforced policies and standards to ensure the commander’s intent was followed. Monitored and assessed training at all levels, provided feedback to the commander and leaders. Provided guidance on Non-Commission Officer Evaluation Reports (NCOERs) and Non-Commission Officer Performance Development (NCOPD).- Assessed short-long term resources requirements and made recommendations to the Commander and staff on ways to address requirements.- Provided human resource, operational, and logistic support to 900 employees in multiple geographic locations.- Administered performance management and leadership development.- Coordinated administrative and operation programs to ensure that work progressed towards Command objectives and goals.- Implemented counseling programs within the organization in order to improve overall performance, which created a stronger command climate.- Developed and implemented human resource programs, strategies, intervention and process in support of organizational goals and plans.- Coordinated management activities to maximize the strategic use of human resources in order to maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance.- Reviewed policies and procedures and made recommendations on how to apply policies.- Implemented corporate or departmental policies, procedures, and service standards in conjunction with management.- Created an office environment where employees were encouraged to excel and meet every challenge.- Discussed job performance problems with employees in order to identify causes and issues and worked on resolving problems.

Served as the Senior Enlisted Advisor to the 41 Infantry Brigade Commander. Served as the Senior Enlisted Manager for over 3287 assigned employees and provided advice and recommendations to the Commander and staff concerning individual training, health, welfare, morale and discipline of all assigned and attached employees. Enforced policies and standards to ensure the commander’s intent was followed. Monitored and assessed training at all levels, provided feedback to the commander and leaders. Provided guidance on Non-Commission Officer Evaluation Reports (NCOERs) and Non-Commission Officer Performance Development (NCOPD).- Planned, prepared and executed multiple training events in preparation for activation of the organization to Iraq, which led to 3600 employees being fully qualified.- Provided human resource support to 3600 employees in multiple geographic locations, including employee and labor relations, performance management, performance appraisals, recommending awards, counseling, discipline issues, and leadership development.- Provided feedback and suggestions to the Commander and staff on how to improve work performance based off of observation and inquiries.- Managed and evaluated employee performance including planning and assigning work as appropriate, which streamlined processes and accuracy.- Analyzed mission requirements and made recommendations to the Commander on who and what was needed to accomplish mission requirements.- Identified and addressed developmental needs of subordinates by working with commanders and leaders to resolve issues. - Supervised the work of office, administration, or customer service employees to ensure adherence to quality standards, deadlines, and proper procedures, correcting errors or problems.- Provided employees with guidance in handling difficult or complex problems or in resolving escalated complaints or disputes.

Served as an Intelligence Analyst for the Oregon National Guard Counter Drug program. Served in multiple narcotics agencies across the state of Oregon. These agencies were made up of local, county, state, and federal law enforcement detectives. Assisted with narcotics investigations, surveillance, search warrants, knock and talks, buy/bust, gathering of information utilizing the local and national computer files, collection and photography of evidence, and collected and maintained computer narcotic intelligence databases. Served as the Operations Non-Commissioned Officer in Charge (NCOIC) for the Counter Drug Program. Balanced day-to-day operational requirements and long-term strategy goals in addition to managing temporary and full-time personnel assigned throughout the state. Made timely decisions and resourced the personnel and equipment necessary to complete the missions assigned. Worked with both Army, Air National Guard and Law Enforcement agencies across the state. Found ways to increase operational effectiveness.- Recommended and Implemented critical changes in operational procedures and accountability that improved capturing data associated with productivity that was critical to teams future applications for grant funding.- Recommended improvements to administrative programs on the basis of research findings from quantitative and qualitative analysis, this improved overall tracking of seizures and arrest.- Gathered, analyzed, correlate, and evaluated information from a variety of resources, such as observations, law enforcement databases, public records or confidential information sources.- Evaluated records of communication, such as telephone calls, to plot activity and determine the size and location of criminal groups and members.- Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.