I oversaw all aspects of operations for an organization with up to 2,900 employees. I provided oversight to HR, training and development, strategic planning, logistics, supply chain and vendor and contracts. Leading the forecasting and allocation of a $10M budget, I ensured the team had the resources to meet their objectives. I am available for a SkillBridge opportunity beginning April of 2024.➟ Developing multi-year strategic plans and introducing organizational best practices and policies, I ensured customer needs were met. I administered $27.5M in maintenance contracts.➟ I guided all aspects of people operations including strategic staffing, HR policy compliance, training and development and succession planning. Providing mentorship and motivation, I transformed the culture and led the team to exceed expectations. ➟ After gathering stakeholder requirements, I developed logistics plans and policies to transport resources and people. I defined short-term priorities, guided long-term strategy and gained team buy-in to new initiatives.➟ Performing metric analysis, I used key performance indicators (KPIs) and other metrics to recognize positive / negative trends, determine root causes of issues and implement corrective measures. ➟ Serving as project manager, I led the full scope of special projects from stakeholder needs assessment through post-project analysis. Highlights included:➢ Resolving operational issues during a $1.95B project that rebuilt operations after Hurricane Michael.➢ Establishing housing and food supplies for 50K+ Afghan refugees on short notice.➟ I negotiated a 43-page support agreement that had not been updated in 11 years. Collaborating with internal and external stakeholders, I overcame unique resource constraints.

I led acquisitions, sustainment and modernization projects that supported 5 diverse program offices. Leading a team of 13 program managers, I established program objectives and developed policies and procedures that guided the logistics of supporting 595 assets valued at $53B.➟ Providing operational support, I planned and coordinated the timely delivery of resources. I led projects that introduced new equipment and processes to fulfill urgent needs in the field. ➟ I identified an opportunity to mitigate $2M in annual outsourced contractor costs by developing a training program that educated internal employees to complete tasks. ➟ After analyzing staffing allocation across 13 global locations, I created a staffing realignment strategy that enabled a 48% mission growth. I evaluated employee utilization rates versus outsourcing costs to develop an informed cost-effective strategy.

I directed a team of up to 700 employees across 19 different career specialties that supported the maintenance and repair of critical equipment assets. While managing equipment accountability, I planned a $2.1M budget and oversaw the allocation of $49M in supply resources. ➟ Establishing strategic objectives and planning the staffing, supply chain and logistics support needed to complete 25K+ annual maintenance tasks, I led the team to achieve the best quality assurance pass rates in the organization. ➟ I created program parameters that became organizational best practices. The technical instructions and policies that I wrote were used Air Force-wide for the RPA fleet.➟ Providing HR leadership, I made key hiring decisions and represented the organization with new employees. I directed EEO compliance, succession planning, staffing allocation, performance management as well as promotions, discipline and terminations.➟ I identified the opportunity to realign work schedules that minimized weekend work for 400+ employees while still ensuring 24/7 coverage. As a result, morale and output improved.➟ Recognized as a visible leader dedicated to fostering a positive work environment, I introduced communication and team building programs that built collaboration and gained the team’s buy-in to new programs.➟ I led the development and implementation of cross-training initiatives that introduced employees to new technology and systems.

I was hand-selected to be part of a 4-person team that managed staffing allocation and career field training and certification programs for up to 2K employees at 130 global locations. I developed succession plans that accounted for turnover, retirements and promotions and mitigated staffing shortages. ➟ After creating staffing plans that balanced the needs of the organization with individual employee preferences, I reduced turnover by as much as 10%. ➟ Recognizing a candidate quality issue, I streamlined the candidate selection process and revised the promotion qualification criteria. I revamped the career path planning procedures that led to an 86% success rate and produced better quality leaders in key roles.➟ Conducting staffing analysis for each location, I identified inefficiencies and restructured staffing levels and leadership roles to meet each location’s unique needs.➟ I achieved a 92% concurrence rate among all leadership on staffing decisions due to my ability to match the right candidate with each role.