• Conduct a significant amount of legal and policy research in order to adequately process various claims for benefits, ensuring the highest quality of service to our nation's Veterans and their dependents.• Request, retrieve, and review evidence from federal and non-federal agencies, as well as from Veterans and their representatives in the development and processing of disability claims.• Assist in the adjudication of disability claims by determining whether claimants meet entitlement criteria.• Process original claims, requests for reconsideration, increase, or reopening of previously denied claims for benefits.• Independently determine a Veteran's entitlement to benefits by establishing a character of discharge determination for those who received other than honorable discharges from the military.• Serve as a primary contact for veterans, their beneficiaries, and their representatives and is the decision-maker for compensation or pension claims. • Make determinations as to eligibility for the type of benefit sought and analyzes, develops, and requests required evidence for certain claims requiring a rating decision.• Decide the necessity for and type of examination, reexamination or opinions to determine the existence of or to evaluate disabilities resulting from diseases or injuries.• While serving as a trainee, was the first to be formally recognized for exceeding all established standards, just one month following formal claims processing training.• Recognized as an exceptional contributor to assigned team, as well as the Veteran's Service Center as a whole, regularly consulted for challenging assignments and special projects.• Selected as one of seven Veterans Service Representatives in the entire Midwest District to train newly hired Veterans Service Representatives at the training academy in Baltimore.

• Onboard, coach, mentor, and train Investigators. • Review Reports of Investigation for accuracy and completeness. • Conduct investigations for clients including the University of Maryland, Import-Export Bank, Federal Law Enforcement Training Center, Defense Logistics Agency, Transportation Security Administration, Federal Emergency Management Agency, and other components of the Department of Homeland Security.

Worked with teens and young adults from low-income households ranging in age from 14 to 24 in developing professional experience. Provided educational and workforce opportunities, skill development, and access to career pathways. • Selected over dozens of peers to serve in one of three leadership positions to pilot a job readiness training program.• Oversaw and provided advice and guidance to a group of more than 50 teens and young adults participating in the Summer Youth Employment Program.• Conducted student orientations, provided employment placement services.• Investigated performance or conduct-related issues regarding youth or employer; serve as mediator in order to resolve problems that may arise.• Provided a foundation for at-risk youth to find success in the job market, improving their opportunities for a better life.• As a site supervisor, oversaw a staff of 15 job coaches, including one assistant supervisor.• Provided job readiness training to young adults ages 18-24 with a focus on professional traits such as initiative, positive thinking, goal-setting, career advancement, resume and cover letter writing, entrepreneurship, networking, effective use of social media, and leadership development.

Served as HR subject matter expert in areas such as recruiting/staffing, employee/labor-management relations, benefits administration, finance/payroll, training, performance and personnel management.Personnel Management:• Formally recognized as one of the top two managers in the department (out of 17 total). • Directly supervised 20 personnel, including two leads (technical experts). • Within 90 days of hire, developed tactics and strategies that led to more than 30 percent greater efficiency. Recruiting/Staffing:• Independently researched and developed a recruiting strategy which led a recruiting agency to meet/exceed annual recruiting objectives for the first time in 16 years, propelled the office from ranking 44th in the nation and 8th in the region to 4th in the nation and 1st in the region within six months; adopted nationwide as a best practice, it has saved more than $300K to date. Employee Relations:• Implemented HR strategies, including talent acquisition, staffing, employment processing, compensation, benefits, training and development, records management, safety and health, employee relations and retention, AA/EEO compliance, and labor relations.• Managed office legal affairs, including investigating cases of misconduct, performance issues, and other improprieties, recommending sound and detailed solutions to management.• Provided new employee orientation, information on benefits, and organizational practices.• Studied existing and new legislation, anticipated new legislation, and enforced adherence to requirements, advising management on needed actions.Training and Performance Management:• Built and maintained positive relationships with subordinate and senior offices in order to ensure maximum support and efficiency for all HR-related actions for the organization.• Provided monthly training seminars to HR personnel covering tasks such as updated policies, laws, and addressing trends and challenges facing the organization.