Program Management of a diverse team of skilled acquisitions, financial management, strategic communications and programmatic project specialists supporting the Department of State’s Office of The Coordinator for Afghan Relocation Efforts.

Public Affairs Operations, Social Media content,Specials Events and Protocol contract program management at The National Museum of The United States Army.

• Oversee day to day execution of an agency-wide operational support contract consisting of a team of 27 personnel supporting 15 distinct contract objective areas • Coordinate with DoD OIG contract office representative (COR) and government task leads in the execution of assigned tasks and transfer of contract deliverables• Liaise with corporate leadership for communication of weekly contract activities updates, monthly status reports, quarterly metrics, and contractor performance/staffing/time & attendance issues • Develop and maintain contract related documentation in accordance with CMMI standards: PMP, risk register, decision analysis resolution tool, issues log, requirements traceability matrix, continuity of operations plan…etc.

Strategic plans are developed to form a concept of an organization's future mission environment in a manner that enables senior leaders to address new challenges and opportunities, identify and prioritize resource requirements, and establish implementation strategies to prepare the organization for future successes.Document the entire OIG planning process from start to finish, including the new way that projects are put into the project planning tool and selected by the Engagement Board.The annual planning cycle begins with the identification of the OIG's Top Ten Management Challenges to the Department by OIG leadership. Components use these challenges to determine their mission work for the next fiscal year. Component project proposals are discussed and vetted during the annual planning summit in June. Mission projects selected at the summit form the basis of the OIG Oversight Plan for the next fiscal year, which is issued in September. Projects within the Oversight Plan are revalidated by the Engagement Board before execution to ensure that they are still viable and a priority for the organization. The Oversight Plan is a living document and changes as the priorities of our stakeholders change throughout the fiscal year.

Direct and administer contract surge initiative of 4-person team in direct support of reducing agency-wide time to hire by 30% in six months.Conceptualize and build SharePoint architecture for digital storage “Jobs Library” of 1536 personnelOversee and direct the comprehensive review and rewrite of 154 agency-wide policies, instructions and publications in accordance with organizational structure, existing legislation and senior leadership prioritiesManage automated Jobs Library tracking system for the OIG and train Human Capital personnel on its function and the procedures as the liaison between Human Capital and OIG componentsEstablish and maintain a professional rapport with senior level actions officers, front office executive officers and administrators in managing suspense actionsProvide technical guidance, advice, and assistance to all levels of Human Capital Management personnel regarding Jobs Library system usage, procedures, training opportunitiesAuthor new recommended policies to ensure products are enduring and efforts are sustainableAssist in the assignment of suspense actionsMonitor progress and conduct follow-up on each action from the time it is assigned to a component until final disposition.

Direct and administer human resource programs, including recruitment, training & development, promotions, terminations and performance appraisal processes.Develop, conduct, and evaluate education and training programs, including curriculum planning; evaluation and analysis of curriculum materials and training methodology.Formulate programs, plans and policies for operation of employee relations, staffing, IT management, communications and compliance practices.Determine functional responsibilities, staffing requirements, assignment of personnel, facilities, and services according to program management and resource capabilities.Conduct management coaching for supervisors.to implement compliance with Air Force human resource policies and procedures.Plan and organize employee training & development programs to improve work methods and procedures Translate program policies into directives, publications, and training manuals. Classify and assign employees by analyzing qualifications of individuals in terms of job or position requirements.Analyze resource data to ensure proper use and accountability of organizational assets.Process employee records and actions such as evaluations, specialty classifications, promotions, discipline, and terminations.Partner with operational functional teams in the areas of Lodging, Fitness and Dining facilities to ensure integration and timely, accurate execution of HR programs.Collaborate with internal client teams in IT Management and Employee & Family Services.

Managed the comprehensive Wing equal opportunity program, supporting 1200 military and civilian personnel.Dean’s List Graduate of the Defense Equal Opportunity Management Institute (DEOMI).Certified Mediator for the conduct of alternative dispute resolution. Directly advised Wing Commander regarding the status of informal and formal complaint clarifications as subject matter expert for EO related issues. Conducted human relations education training for all personnel. Administered the annual unit climate assessment surveys and directed federally recognized special observances. Performed on-site work center assessments regarding the unit human relations climate.Developed & conducted focus groups as directed by leadership; to gather equal opportunity climate survey feedback. Assured organizational compliance with all regulatory entities relative to discrimination, sexual harassment and cross-cultural awareness.

Earned coveted membership to the Screen Actors Guild in 2008.Developed professional experience as a SAG actor in the multi-faceted entertainment industry repertoire; working with highly respected talent agency representation and world class actor-training conservatories.Cast in principal and supporting roles for: major brands—national network commercial campaigns; national cable network television programs and regional radio voice-over advertisements.

Awarded a full 3 year scholarship to the University of Nevada-Las Vegas.Graduate student in the theatre program and designated instructor for 6 semesters of undergraduate theatre studies.Cast in 11 UNLV theatre productions over the expanse of six semesters. Defended a graduate thesis to a top level theatre department professorial review committee—3.8 GPA.

Directly managed the HR administrative staff and administered HR actions for 515 personnel. Directed multiple high-visibility programs, assigned as administrative and legal correspondence “endorsement authority” for the HR Director. Responsible for unit morale, welfare, discipline and training to achieve mission accomplishment.Directed the performance report program, tracking daily evaluations for timeliness and accuracy. Reduced deadline violations for evaluations from 45% to 5% in six months.Developed and implemented policies for fitness standards and official travel spending. Briefed fitness, training and deployment policies to senior leadership with direct impact on daily and contingency operations throughout the parent organization and subordinate units.Coordinated and emceed organization assemblies unique to: safety, human resources policy, awards & promotions and change management.Designated mission support approval authority for personnel and unit travel expenditures for a $299K budget. Directly contributed to the unit award distinction: “Best in the Air Force” 2004; #1 squadron across 35 Air Force bases of similar scope and mission.

Unit deployment manager for over 235 personnel throughout 17 subordinate organizations. Directed regular command-level operational taskings for overseas deployments and briefed selected personnel regarding deployment criteria; with “Zero delays”.Briefed senior leadership on the status of resources and training, for all unit manning and equipment; to maintain 100% preparedness for deployments. Managed a $200K deployment-training-equipment account and recommended central-funding-account expenditures up to $2M. Program leader responsible to process 25 personnel and over 2,000 pounds of cargo for deployment during a strategic readiness inspection.Directed on-the-job training for over 50 personnel in multiple specialty skills. Developed the initial training program policy, implemented training and briefed leadership on training progress. Reduced time-in-training deadline violations from 33% to zero percent within four months.This contribution resulted in an “Excellent” senior command level rating.