Lead of the NIAID Human Capital Automation Team. Partnering with our organization's IT professionals to build a network of integrated workflows and human capital applications to standardize and streamline NIAID’s administrative and HR processes.

Program manager for NIAID’s HR Automation Initiative, responsible for developing a network of HR personnel action workflows (e.g., Title 5 rec) and human capital systems (e.g., data discrepancy detection tool). The network (> 35 systems) is designed to improve efficiency, accuracy, and transparency across NIAID’s administrative services. HR Automation Initiative is sponsored by the NIAID Deputy Director for Science Management/Executive Officer. Evaluate new business needs and enhancement proposals. Lead interviews with SMEs and stakeholders, gather and analyze applicable workforce data, and conduct environmental scans to draft business need statement. Submit business need statement to Initiative chairs and executive sponsor for review and approval. Collaborate with business partners from Office of Cyber Infrastructure and Computational Biology (OCICB) to create system requirements, identify opportunities to add efficiency through automation, identify and manage SME project teams, execute UAT, and serve as SME when appropriate. My direct supervisor and I serve as the business owners for the comprehensive NIAID HR Automation Initiative. Lead change management and system rollout efforts. Create content for supplemental guidance. Create communications to NIAID users (>400), NIAID and Office of Administrative Services (OAS) Leadership, and other stakeholders (e.g., OHR). Supplement helpdesk efforts by providing system functionality and business guidance and system admin services. Identify and prioritize system enhancement projects. Led in the creation of the NIH Inter-IC Automation Working Group (IOAW). Group comprised of NIH institutes and centers (ICs) with HR automation initiatives (i.e., NIAID, NCI, NHLBI, and SMEs from across OHR). Primary goal, to serve as a forum where process and policy innovations can be discussed and implemented to facilitate the development of HR applications.

• Collaborated with NIAID and the OAS leadership groups to create customized workforce reports and analyses. • Led business administrator for NIAID’s official workforce planning software. - Worked with primary users (i.e., OAS) to identify and gather requirements for system enhancements. - Collaborated with technical stakeholders to implement enhancements (i.e., UAT, guidance/training, communications, etc.).-Created the WFP system guidance materials and training. Served as the lead trainer (monthly training and ad hoc). - Collaborated with leadership and key stakeholders to create business rules for Beacon HR. -Trained WRA Beacon HR business system administrators. -Served as level 1 helpdesk for Beacon HR users, providing system logic guidance and conveying best practices. Led data QA/QC efforts, coordinating the the OAS staff. • Led the WRA team activities, delegate assignments to team members, and reviewed all products for quality and completeness. Led the training and development of new WRA staff members. Evaluate and interview candidates for WRA vacancies.• Led NIAID Allocation Management Program (Federal and Contractor official allocations). - Developed and maintained allocation management guidance, coordinating with NIAID Deputy Director for Science Management as needed. - Contributed in the creation and implementation of NIAID’s slot number management process. - Managed NIAID’s in-sourcing program (cost/organization-impact analysis, reporting, coordinating the review/approval process with OSMO). - Tracked allocation totals. Created allocation reporting. • WRA products included, but were not limited to – Workforce demographics; accessions/separations; retirement trends; compensation/occ. series/job function; succession planning services; supervisor-to-workforce ratios; in-sourcing cost and organizational structure impact; space planning and the annual NIAID Census report preparation; and slot management guidance.

Produce workforce reports used to assist NIAID Leadership in making more informed decisions. Required to master the functionality of several workforce systems to generate workforce data. Format datasets, compute the data, and apply analytical techniques to turn data into meaningful information. Deliver analysis to NIAID Leadership in a palatable format. Expertise in the following NIAID/NIH systems: EDiE, nVision DataWarehouse, Business Intelligence Information System (BIIS, formerly Gov.Net), and the NIH Enterprise Directory (NED). Generate reports associated with (but not limited to): Workforce demographics (i.e., RNO, gender, disability designation); accessions/separations; retirement eligibility, retirement trends; succession planning; workforce by job function/occupational cluster; supervisor-to-non-supervisor ratios; in-sourcing cost analysis; the annual NIAID Census Report; and workforce system quality assurance/quality control diagnostics. Serve as the Lead Business System Administrator for the EDiE system, the primary workforce database for NIAID. Provide monthly and ad hoc trainings to end users. Respond to end user queries and system tickets. Work with system creator, NetComm, to troubleshoot systematic issues and provide input regarding the strategic direction of the system to meet the business needs of NIAID.Conduct user acceptance testing (UAT) for all system upgrades/enhancements to ensure that the updated system version meets NIAID needs. Create and update system guidance materials for end users. Develop expert system guidance and tools to help NIAID end users with data quality assurance/quality control efforts. Manage the federal and contractor allocations for NIAID. Maintain the federal and contractor allocations for every Division/Office within NIAID. Manage NIAID’s in-sourcing program. Conduct cost analysis to insure that positions submitted for in-sourcing approval would result in a cost benefit or neutral outcome for NIAID.

• Led Employment Outreach (EO) Team performance metrics reporting. Converted outreach data into qualitative and quantitative metrics.• Represented NIAID EO Team at scientific-, student-, and diversity-focused professional conferences to promote NIAID vacancies, internships, and training programs. Managed the EO Team conference logistics. Developed and maintained tracking tools for events, travel, inventory, and the associated expenses. • Led the annual Diversity reports for NIAID. The report profiles the RNO, disability status, and gender demographics of the NIAID’s divisions and offices. Note: NIAID Diversity report findings contribute to NIAID’s MD-715 report. • Designed NIAID non-targeted advertisements and promotional materials. Create designs for print ads and promotional materials (i.e., banners, pens, posters, etc.).• Assisted with targeted occupational outreach and position advertisements (i.e., ad text and design).

• Recruited contract and permanent real estate appraisers and abstractors. Led the Platinum Appraiser Program, which converted top performing contract staff into full-time Finiti employees to capitalize on economies of scale. The program resulted in a 15% reduction of Finiti’s operating cost and an increase in turn-times and overall quality. • Negotiated appraiser fees and compensation packages to fall within the designated margin requirements of Finiti/Citigroup.• Served as liaison between Citigroup branch staff and Finiti appraisers to resolve problematic and rush appraisal orders. Represented Finiti during monthly conference calls with Citi reginal branch management regarding appraiser performance and other relevant topics. • Represented Finiti at national appraisal conferences to recruit contract and permanent staff. •Trained new recruiting coordinators in the Vendor Management Department. Training programs last approximately two months per employee.