Support the Regional Service to the Armed Forces Department. Ensure that all new volunteers establish a positive relationship with the department and their Volunteer Supervisor. Ensure Volunteer Supervisors understand the four essentials of onboarding and their responsibilities in the onboarding process. Train department volunteer supervisors and provide coaching on utilizing onboarding tools and checklists and effectively onboard volunteers. Conduct Onboarding training for volunteers by introducing them to the Red Cross mission, department structure, and priorities. Reach out to volunteers to ensure that they are engaged in the role while waiting for training and until background checks are finalized.

I am a Mental Health Advocate who is currently dedicating my time to being a full-time caregiver for a family member with Alzheimer's, where I continue to hone my organizational, negotiation, and multitasking skills in a challenging environment. I am eager to leverage my skills and experience in future opportunities within the HR field for contract and part-time opportunities.

Advised on human resources for a client base of over 500 employees on a broad range of Human Resources functions while managing all aspects of client and associate relationships. Responsible for oversight, roll-out, consistent application, and direction of all aspects of equity and diversity in HR functions, including recruitment and retention, compensation, corrective action, performance management, and career development. Addressed employee relations concerns in an equitable manner according to corporate policies and conduct mediations and investigations on a timely basis.

As a sole HR office of one supporting 90 employees, I advised and partnered with management on progressive discipline issues and recruitment needs. Delivered strategic recruitment plans, responsible for full-cycle recruitment including onboarding. Implemented a new interview process to improve the candidate experience and improve the efficiency of identifying top candidates. Spearheaded implementation of the performance management system. Examined requests for Accommodations, initiated the interactive process, assessed and implemented accommodations as appropriate. Reviewed and approved requests for Family Medical Leave (FML) based on eligibility. Created and monitored HR budget.

Worked collaboratively as a member of the Institutes’ Leadership team to achieve organizational goals toward the strategic plan for the staff of 50+ employees. Developed and administered all human resource-related processes and policies including the Employee Handbook, hiring and termination processes. Consulted with the Chief Executive Officer regarding employment related issues and advised on the course of action. Managed and served as Group Administrator for all benefits programs (Medical, Dental, FML, STD, ADAAA). Managed recruitment process to include job description creation, sourcing, recruiting, and onboarding employees. Managed the Performance Management Process (PMP), career/leader development and succession planning. Trained employees and leaders on performance tools, and pay for performance philosophy. Coached leaders on providing appropriate employee performance feedback to drive positive performance. Provided performance ratings and compensation metrics to CEO for annual merit and bonus recommendations and trend analysis. Developed and/or implemented compensation recommendations on how to best attract and retain employees (i.e. referral bonuses, bonus program, service anniversary program, employee morale programs and commission based pay for business development positions). Responsible for retirement plan compliance and served as plan administrator. Developed and managed HR budget. Supervised 2 operational staff employees. Provided operational support in support of Office Manager. Set up phone systems, security maintenance. Coordinated with building management/vendors/contractors with office and building related issues. Responsible for management of vendor and purchasing related invoices. Approved payroll in the absence of the CFO. Success: Implemented first wellness program that was recognized as a finalist in SmartCEO’s 2015 Healthiest Company Awards.

Works collaboratively with the HR Director to achieve organizational goals toward the strategic plan for the staff of 50+ employees. Solely responsible for the recruitment process. Managed personnel files Develops and administers all human resource-related processes and policies including the Employee Handbook, hiring and termination processes. Consulted with the Director of HR regarding employment related issues and advises on the course of action. Manages and serves as Group Administrator for benefits programs. Manages recruitment process to include job description creation, sourcing, recruiting, and onboarding employees. Assisted with the development of HR budget. Success: Designed and implemented unique Service Award Anniversary Program

Worked with stakeholders and the legal office and managed the process of updating and writing new Commission policies and internal HR operating procedures to ensure compliance. Prepared summaries of changes with justifications for review and approval of the Leadership Team and incorporated any feedback as appropriate.

HR Project Manager (Independent Consultant) – Responsible for setting up contract as a certified training vendor for the District of Columbia (DC) Taxicab Commission. Managed oversight of training of over 2,800 limo and taxi students for their New Operator License exam. Set up and managed project schedule via Base Camp. Developed and monitored and budget. Responsible for recruiting trainers and call center representatives, onboarding and setting weekly training schedules for face-to-face training of new operator training applicants to become licensed taxi, sedan and limo operators. Monitored contract performance, created performance data/reports and made recommendations to eliminate potential problem areas before maturation. Wrote standard operating procedures and processes. Delivered weekly training statistics for the CEO and submitted to the DC Taxicab Commission COTR which identified passing students who were eligible to take the Taxi Cab Commission License Exam.  Success: Team member that assisted in the curriculum development for facilitators and participants for the District of Columbia Taxicab Commission New Operator Training Courses in response to the regulatory requirements.

Served as EEO Lead who liazes with the IT Technical Team to communicate new reports/enhancements on the company’s Affirmative Action Reporting Tool (ART) to ensure data integrity so that Affirmative Action Plans (AAPs) are compliant under the Code of Federal Regulation (CFR) 60-741 and 41 C.F.R. 60-250.4. Review ART requirements, lead User Ability Testing (UAT) before new reports or enhancements are moved into production. Reviewed Statistically Significant Adverse Impact (SSAI) and assist Business Client’s further refinement and identify appropriate areas for further action planning to meet goals set earlier in the year. Managed Operations/ART Project Schedule with MS Project Manager software. Submit EEO-1 & VET100/100A reports in a timely fashion. Audited affirmative action reports, wrote and delivered presentations and trained Business Clients.

Appointed as Commissioner by County ExecutiveServe in a voluntary capacity and are appointed to perform specific responsibilities and functions which include: attending regularly scheduled monthly meetings; serving on hearing panels; participating in panel deliberations, making recommendations regarding procedures, programs and laws to promote and protect equal rights and opportunities for all persons; writing and presenting panel recommendations; hear and review appeals of investigative findings and support or reverse findings through applying, researching and analyzing laws in accordance with race, color, religion, national origin, sex, age, marital status, disability, sexual orientation and familial status; attend and participate in public forums, meetings and training activities.

Served as HR Generalist/ Strategic Partner for Employee Relations & Talent Management unit, partnering with team and management to assess organizational needs, provided thought leadership and administered long range planning to meet objectives. Facilitated recruitment and selection, employee and labor relations, regulatory compliance, and associated HR functions. Sourced for new talent through evaluation of resumes and applications. ** Conducted FML audit, reconciled expired requests to establish consistency and minimize company risk.** Co-led design and execution of Commission’s first internal job fair, resulting in 1000+ member participation and improved vacancy fulfillment.** Assisted in implementation and writing of SOP for candidate background investigations, as well as exit process.

HR Business Partner/ Assistant Manager Partnered with United States Postal Service (USPS) management (pursuant to contract) to provide Employee Relations support functions including ER investigation, Reduction-in-Force Analysis, and Recruitment Administration (including review and approval of requisitions offers and selection of senior-level personnel). Administered HR functions pertaining to Service Contract Act (SCA) compliance.** Decreased number of certification errors and optimized labor force by providing I-9 compliance and sexual harassment training to field administrative support and offsite employees.** Developed highly-effective, customized employee onboarding process. Team Lead / Supervisor Supported HR Operations by partnering with HR senior management team to support division mission and long-range planning. Formed strategic partnerships with internal and external organizations to formulate, streamline, revise, and facilitate rollout and delivery of HR programs and strategies, ensuring alignment with business objectives. Audited compliance reviews. Collected metrics, yearly performance management ratings, and employee relations cases to identify risks. Pioritized monitored and executed HR projects/ initiatives. Served as subject matter expert for HRMS (PeopleSoft) implementation. ** Produced highly successful newsletter column to keep HR managers informed of impending priorities.** Developed employee file sharing, evaluation, collection and tracking processes.

Partnered with District Managers to administer coaching, counseling, employee relations, investigations, compensation, performance management, and terminations for the Eastern region comprised of approximately 1500 employees, 280 Branch Field Offices. Played active role in District and Associate Manager HR monthly training sessions. Assisted with EEO and Employee Harassment training. ** Built inclusivess by planning monthly diversity activities and served as HR representative on Employee Network Steering Committee.

Worked in various HR positions. Partnered with HR management to provide support in the areas of recruitment, compensation, and benefits administration for employee population of 500. Assumed 1-year role of Benefits / Compensation Manager & Acting HR Director to handle acquisition integration functions, processing, evaluating, and billing COBRA statements and 401(k) loan requests. Interacted with third-party vendors to support objectives.** Played key role in the seamless conversions and integration of HRIS/ HRMS surrounding 3 acquisitions.** Successfully managed several recruitment “open houses”, which successfully staffed contract awards.** Developed college recruitment program in partnership with local and national colleges and universities which successfully hired students over a 3 year timeframe which assisted with succession planning.