Manage the HR Division's Human Resources offices of the 14 mental health facilities and serve as the liaison for the main headquarters in the Division of State Operated Healthcare Facilities (DSOHF), which encompasses more than 10,000 positions. This position has key management and leadership roles in the Department of Health and Human Services (DHHS). It is responsible for assisting in the development of the HR strategic and tactical HR planning, project management related to special department and/or state personnel initiatives, policy development/coordination for human resources, and the technical support on special projects or issues. Job responsibilities include, but are not limited to:• Supporting the HR Director in strategic and tactical planning of human resources for DHHS as initiated internally, or to address internal or external influences.• Continually assessing assigned HR operations to address present and future department business needs either through direction from state executives or HHS management, and/or by anticipating, initiating and planning human resource solutions to agency needs.• Developing and facilitating projects and plans to address a myriad of operational needs ranging in scope from revising HR procedures and practices to affecting HR service delivery for the department.• Initiating process improvement/business projects for HR programs.• Planning, organizing, evaluating and direct the work of the assigned HR field offices.• Ensuring compliance with relevant state, federal and department policies as well as delegation agreements via the Office of State Human Resources.• Initiating, developing, facilitating and plan annual and multi-year projects to address business operations, customer service, continuity of services, process improvements, reporting, and responding to specific project and operational needs of the assigned customer groups.

Responsible for developing strategic planning, implementation, and direction for the activities of the Human Resources Division; enacting initiatives from OSHR; and pro-actively handling operational management of the HR office with authority for decision-making in most program areas in the absence of the HR Director. Responsible for directing a staff of 14 (6 direct/9 indirect) in the delivery of services in the areas of classification and compensation program policy analysis and development; project planning and delivery; and management consultation. I am also responsible for planning, directing, and administering the recruitment/selection, compensation, classification, and BEACON functions for the NC Department of Commerce. Responsible for the short and long-term strategic planning related to classification, recruitment, salary administration, and time administration; working with management on organizational design issues; and developing and deploying ad hoc training and instructional presentations to managers and employees regarding policy/legal/procedural changes. Responsibilities also include consulting with supervisors and managers at every level regarding a variety of HR issues across HR functional areas; policy development and interpretation related to pay and job evaluation; research and analysis of data to support activities like succession planning, policy initiatives, and strategic planning activities; conducting for statewide compensation studies; and oversight of compliance with FLSA regulations.

Plan, direct and administer the classification, compensation, and recruitment/selection, and BEACON functions for the NC Department of Commerce. This included direct oversight of 1 classification professional and 2 recruitment staff and indirect program oversight of 6 additional staff members. Responsible for the short and strategic planning related to classification, recruitment, and pay; working with management on organizational and classification design issues. Responsibilities also included policy development and interpretation related to pay and job evaluation, succession planning, conducting for statewide compensation studies, and oversight of statewide determination of FLSA designations. Served as the operational manager for the HR office with authority for decisions in most program areas in the absence of the HR Director. Responsible for classification and compensation program policy analysis and development, project planning and delivery, and management consultation. Participated in agency response to EEOC complaints – to include the development of interrogatory information, depositions, and court testimonies, as necessary.

Plan, direct and administer the classification, compensation, and recruitment/selection, and BEACON functions, for the Employment Security Commission (now NC Dept. of Commerce/DES). This included the oversight of three classification professionals, a classification technician, and a separate recruitment and selection section with six employees. Responsible for the short and strategic planning related to classification, recruitment, and pay; working with management on organizational and classification design issues; working with management to identify recruitment successes/failures to determine the root cause of each; and developing solutions to correct system and procedural problems. Responsibilities also included policy development and interpretation related to pay and job evaluation, succession planning, conducting for statewide compensation studies, and oversight of statewide determination of FLSA designations. Served as the operational manager for the HR office with authority for decision in most program areas in the absence of the HR Director. Responsible for classification and compensation program policy analysis and development, project planning and delivery, and management consultation. Responded to US Dept. of Labor inquiries and participated in EEOC complaints – to include the development of interrogatory information, depositions, and court testimonies. (This role was eliminated with the merger with NC Department of Commerce)

Responsible for the planning, design, development, and implementation of HR systems for the Dept of State Treasurer; the management and oversight of the delivery of all HR programs (classification, compensation, recruitment and selection, benefits, employee relations, and training); as well as policy interpretation in each of the functional areas. Implemented the career banding initiative that resulted in the banding of approximately 87% of the agency's position, as well as the development of a unique banded class. As a member of the NC Council of State HR Roundtable, I represented the agency in policy issues and legislative dialogue in Human Resources matters that had statewide application. As a member of the agency's senior staff, I advised executive management with regard to on-going statewide initiatives such as Career Banding, Beacon, and Succession Planning, as well as performed duties associated with EEO, disciplinary issues, training, position management, recruitment and selection, salary administration, compensation, safety etc. Additional duties included serving as the HR subject matter expert and training liaison on BEACON project; working with legal counsel to address EEOC inquiries, and serving as a member of the statewide career banding steering committee. Served as the Agency's EEO Officer and work directly with legal counsel on the investigation of (or assignation of the investigation to my staff) of an EEO related complaints both at the State or Federal level. Worked with OSP to gauge employee engagement and to determine move beyond simple recruitment and selection to actually targeting specific skills and competencies for retention and development.

Managed the classification and salary administration of all agency classes. Managed classification projects such as departmental equity studies and labor market surveys. Conducted cost and feasibility analysis of classification studies, salary range revisions, etc. Defended and negotiated disputed actions with agency divisions and/or OSP. Consulted with agency, division and unit management to assess needs in all areas of classification, compensation, job design and unit structure, and employee relations. Developed and implemented training on personnel policy issues. Developed internal agency policy and procedure based on general statute and State Personnel policy. Interpreted State Personnel policy, agency policy and general statute regarding personnel issues. Provided advice to employees and management regarding grievance issues and unlawful workplace harassment allegations. Conducted internal investigations into allegations of unlawful workplace harassment. Coordinated grievance panel reviews and the appeals process for disciplinary action. Conducted audit interviews, informational sessions, meetings, and workshops. Served as a trained quality and process improvement facilitator. Received training in Metrics, Survey Design, Facilitation Techniques, Data collection and evaluation tools, etc.