Reginald Stewart Email & Phone Number

Washington D.C. Metro Area

• Demonstrate deep knowledge of federal civilian human resources lines of business, payroll, and time and attendance functions, and provide expertise of HR operations and regulatory requirements, USA Staffing and interface development.• Assist with QA/QC by developing user stories and test scenarios. • Conduct comparative analysis between future and current systems. • Participate in strategic assessments and design reviews to validate approaches and associated work products, such as assessing the current and future state of HR business processes and identify system touchpoints and gaps.• Support the development and facilitation of training content.• Educate the client on the approach for deploying PeopleSoft HCM in a federal civilian environment. • Develop conceptual business models, conduct analysis of business processes and recommend improvements or efficiencies.• Provide documentation of all HR Capital requirements, such as business requirements, business process models, functional requirements, non-functional requirements, and systems level enterprise architecture, logical data model, and RTM.• Apply experience with earlier 8.9 and 9.1 versions of PeopleSoft HR processing for US Federal, which was extensive and translatable, to client’s PeopleSoft version 9.2.

Washington D.C. Metro Area

As a senior level HR Position Classification Specialist, provide advanced level human resources consultant and advisory services to the Office of the Assistant Secretary Preparedness and Response (ASPR), to the agency senior level leadership , program and line managers, and other HR Specialist. In that capacity, my duties include but are not limited to:• Provide technical expertise to managers and supervisors on complex, difficult aspects of job classification and organization design.• Advise senior leadership on a wide range of difficult staffing and classification issues to include: defining issues, determining applicable laws, regulations, precedents, and identify the most appropriate and propriety of actions to be taken on implementing classification and staffing actions.• Advise management on recruitment and placement strategies, sources, and special programs which support merit system objectives and principles in recruiting for and filling agency vacancies.• Review and perform in-depth analyses substantive classification issues, and present definitive treatment of leadership’s consideration. • Ensure position classification accuracy and consistent in interpreting and apply classification standards.• Collaborate with HR staff, program managers, and supervisors to address and resolve unusual, complex and urgent classification actions.• Draft and subsequently, write and finalize position descriptions.• Classify and evaluate jobs using FES point factor, and factor comparison methodologies to determine appropriate position grade levels, in the Narrative format, and prepare final reports of findings and recommendations.• Analyze job information to determine the appropriate occupation group, classification, and Fair Labor Standards (FLSA).• Conduct comprehensive organizational assessments of job analysis studies.

•Conducted initial assessments of employment readiness with respect to education, skills, and experience for the market.•Assisted Spouses and Department of Defense civilians in making their transition to another position. •Reviewed resumes, connected up with employers, conducted practice interview sessions. Performance management training includes leadership and management skills, teambuilding, time and stress management, communications, and customer service. •Authorized distributor of Inscape Publishing products (DiSC, Time Mastery Profile, etc.). Qualified to administer the Myers-Briggs Type Indicator. •Counseled clients on career directions and administer assessment tools to help them match their skills with high demand careers.

•Managed government contracts and sub contracts for the Library of Congress, US Navy, Mitre Corporation, JFK Performing Arts, National Archive, Lockheed Martin, FDIC, USDA, and Dulles Airport.•Identified staff vacancies, interviewed and recruited approximately 200 applicants on a monthly basis. •Provided current and prospective employees, a total of 1500 in eight states, with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. •Performed difficult staffing duties, including dealing with understaffing, refereeing disputes and administering disciplinary procedures. •Involved in the company organizational design, revamping corporate direction in concert with the operation, training, accounting, and compliance departments.•Analyzed and modified compensation and benefits policies to establish competitive programs and ensured compliance with legal requirements.

•Recruited, hired, supervised and trained new associates in enhanced benefits packages.•Administered enrollment of over 60 new associates, setting up employee benefits and incentives plans. Managed 32 employees through coaching and mentoring for professional growth.•Generated reduction in turnover rate by 20% by developing creative training objectives.

•Directed, coordinated and oversaw sales activities, managed administrative operations, personnel functions, and day to day staff production.•Developed, prepared and administered annual branch budget of over $8M.•Provided company leadership and company direction for 85 branch employees. •Oversaw and managed expenses and variable overhead items including profit and loss of the operation. Increased branch revenue by 15% over previous years.

•Performed a variety of administration/professional human resource functions in areas such as recruitment, compensation, employee relations, training, and development, EEO/Affirmative Action and benefits administration.•Advised management of corporate personnel practices, policies, and procedures and made recommendations for change of corporate personnel practices, policies in human resources related functions.•Delivered quality service to 2000 mobilizing soldiers per week, solved problems, and communicated effectively appropriate division, benefits, incentive plans and performance management.•Developed contracts with outside suppliers to provide services such as canteen, transportation and relocation for mobilizing and demobilizing soldiers.

•Recruited and hired talent for branch, training all employees and providing mentoring and coaching for performance improvements.•Analyzed operational and financial indicators to continuously improve branch performance.•Generated 40% profit margin for entire year of 1999 and increased sales revenue by 22% over previous fiscal year.•Decreased branch turnover by 23% over prior year.• Processed personnel actions and benefits administration for branch employees.

Education record

This certification is relevant to national security law enforcement and commercial intelligence/fraud/information analysts, supervisors.

Human Resources Management

Activities and Societies: Society Of Human Resources Management