Provide staffing and recruiting services to identify, screen, qualify, and present candidates to companies for their consideration for employment. Attract applicants by placing job advertisements and using newsgroups and job sites. Determine applicant qualifications by interviewing applicants, analyzing responses, verifying references, and comparing qualifications to job requirements. Evaluate applicants by discussing job requirements and applicant qualifications with managers and interviewing applicants on a consistent set of qualifications.

Conduct Agency Head Reviews on negotiated collective bargaining agreements (CBAs), Memorandum of Understanding (MOU), and Memorandum of Agreement (MOA) to ensure language is consistent with law, rule or regulation. Serves as a technical expert in major functions of labor-management functions which consist of organization and representation, contract negotiation, unfair labor practices, arbitration, administration, and labor management relations training. Provides day-to-day assistance interpreting labor relations laws, rules, regulations, and executive orders. Provide guidance on the full range of labor management problems and issues which include unit determination, negotiations, agreement administration, and other administration, and other administrative proceedings (grievances, ULP charges, and negotiability determinations). Provide civilian Human Resource advisory services orally and in writing to all levels of management. Assist in developing policies and guidance in regards to labor relations which includes union, management, and employee’s rights.Technical advisor for complex disciplinary and adverse action procedures, and performance actions taken under Chapter 43 and 75 of Title 5 U.S.C. Analyze and provide guidance to management officials and other government agencies regarding employee relations issues as they relate to involuntary terminations, adverse actions, and other non-disciplinary actions. Assist in litigation of negotiability cases before the Federal Labor Relations Authority.

Served as a technical expert in major functions of labor-management functions which consisted of representation, contract negotiation, unfair labor practices, arbitration, contract administration, and labor management relations training. Designed and implemented different labor relations training's throughout the year for the purpose of professional development of the labor relations specialists in the 54 States and Territories Human Resources offices. Provided day-to-day assistance and guidance on the full range of labor management problems and issues which included unit determination, negotiations, contract administration, and other administrative proceedings (grievances, ULP charges, and negotiability determinations). Assisted in negotiations by providing reviews of collective bargaining agreements to ensure the language contained in the agreements were not in conflict with any laws, government wide rules or regulations. Served as point of contact for both union and management officials on problems dealing with provisions of agreements and attempts to find solutions that are satisfactory to both parties.

As an Active Duty Officer, I served as the Technician Branch Manager in the Human Resource Office where I supervised Title 32 General Schedule (GS) federal employees who were responsible for carrying out civilian human resource management functions as assigned. Provided management advisory services to all levels of management of situations regarding Human Resources principles and practices. Oversaw the development and administration of Human Resources policies and procedures adapted from policies prescribed by the National Guard Bureau and the U.S. Office of Personnel Management. Responsible for the human resources management of employees dispersed throughout the state, engaged in a variety of jobs under the Federal Wage and General Schedule pay systems, as well as military and state pay schedules. Established and ensured implementation of procedures for the administration of the merit placement and promotion plan and other employment tools which included key staff policy and procedures for recruitment, placement, evaluation, and pay determinations. Managed the Federal employee workforce by advising, managing, and supervising advanced concepts, principles, policies, and theories of the Human Resources Program unique to the organization and mission requirements. Supervised the administration of pay setting and compensation regulations and tools. Supervised the work of my employees that involved providing guidance and consultation to employees, former employees, annuitants, survivors, and eligible family members regarding retirement, insurance, health benefits, and injury compensation. Supervised federal employees employed in the areas of Employee Benefits and Recruitment and Placement in the Human Resources office. Made work assignments to employees, considered employees capabilities, established performance standards, evaluated work performance, and gave advice and counsel to employees.

Active Duty Officer who managed the State Active Guard/Reserve (AGR) Program for the Virginia National Guard which consisted of approximately 500 full-time active duty personnel to ensure mission objectives were met. Maintained all financial resources to ensure the state did not over execute on allocated requirements. Developed and implemented recruitment-placement and career management programs/policies. Oversaw and managed accessions of new AGR soldiers into the AGR program.Supervised administrative procedures and policies on disciplinary actions. Responsible for recruiting and separation of all AGR soldiers. Managed the retirement process of all AGR soldiers. Implemented internal audit procedures to ensure quality control and managed all personnel actions to ensure receipt of successful remarks during Internal Control Program review. Drafted and published Army AGR policies for Virginia National Guard soldiers. Oversaw and managed the mobilization and demobilization of AGR soldiers.