As the Chief Operating Officer at Acquisition Professionals LLC, I play a pivotal role in decision-making, directing operational activities, and providing leadership to drive organizational success. My responsibilities include overseeing administrative functions, shaping strategic direction, and optimizing operational capabilities to meet objectives efficiently and effectively.

• Lead executive responsible for ensuring outstanding delivery of consulting solutions to drive mission execution for clients through strategy development, acquisition, IT, and strategic communications consulting support. • Developed and implemented business development strategies to achieve growth objectives by successfully penetrating new agencies based on current relationships and by strengthening ERIMAX market leadership position as an effective federal consulting firm in our core areas of expertise.• Leveraged organizational status as a minority-owned small business to establish a thought leadership presence within communities such as the White House initiatives on Historically Black Colleges and Universities (HBCUs).• Built relationships of trust with Federal senior leaders, collaborating to develop solutions to complex challenges like the significant financial exposure the National Institutes of Health (NIH) faced with over 10,000 contracts that had not been closed. Collaborated to triage, develop mitigation strategies, and innovative processes that reduced the backlog by over 50% in 6 months.• Developed and executed retention strategies to secure high-performing employees during contract changes.• Reduced operating expenses by XX% during my first six months as president.• Oversee and manage the operational aspects of ongoing projects in conjunction, serve as a liaison between program management and project teams to ensure successful execution, and identify and mitigate program risks. • Apply project monitoring mechanisms to assess performance for communication to program managers and clients as appropriate.• Monitor staffing, budgets, and schedules to meet contractual/project requirements for an assigned portion of a program.

• Created enterprise-level workforce planning and development solutions to manage business risks associated with inadequate succession planning and leadership pipeline development. • Conducted workforce policy planning and manpower assessments, devised recruiting and retention processes for workforce development, outreach, inclusive networking, and diversity initiatives. • Aligned employee professional development objectives with organizational goals.• Developed and reported metrics to track outcomes, i.e., enrollment, as well as program risks and mitigation strategies.• Collaborated with SMEs and senior leaders to enhance overall program effectiveness through improved training materials, policies and SOPs.• Developed stakeholder briefings and status reports for senior management.

• Operated as “Chief of Staff” - Planned and directed all administrative, financial, and operational activities for the organization's CEO. Acted as a point of contact between top management and employees or other stakeholders.• Leveraged progressive experience in Federal Consulting/Contracting in the professional services sector focused on talent acquisition and program management activities.• Conducted business development activities including identifying/capturing new opportunities, ex-panding current contracts, and responding to task orders and RFQs.• Advised leadership on contract performance, business development opportunities, and recommend-ed courses of action.

• Managed CRM activities, contract performance, budgeting/fiscal oversight, business development and intra-inter organizational activities to promote the cloud concept.• Built and maintained relationships with internal program leads and key external vendors/suppliers to implement program requirements.

• Managed profit and loss (P&L), staffing/sourcing, contract performance, budgeting/fiscal oversight, customer satisfaction, and service quality for numerous programs and contracts totaling ~$12.5M (with over 50 employees, consultants and subcontractors) for multiple federal government clients. • Managed 10 underperforming DoD contracts to full performance, i.e., reversed negative customer rating and salvaged company’s reputation by optimizing staff performance.• Rebuilt customer relationships by routinely meeting with customers as the main point of contact for the Contracting Officer (CO), the Contracting Officer’s Representative (COR), the Government Program Manager and the Contractor’s senior management to ensure project deliverables and contractual commitments were met.• Developed a complex marketing presentation (with teaming partners), which netted a new government client with a $58 million DoD award.• Engaged with senior leadership and clients to ensure organizational goals and objectives were on track and on budget.• Responsible for overall program operations including relationship building and financial management, staffing, collaboration with subcontractors and teaming partners.

• Onsite: Worked closely with the government Program Manager and human resources staff to ensure labor category maintenance and accuracy, including collecting and updating compensation data.• Developed approach to conduct zero-based customer reviews, and devised new labor categories; collected and analyzed staff employee and contractor data for workforce analysis.

• Worked closely with Director and Deputy Director of HCM on projects designed to enhance the professional development of government staff in order to qualify them for their next level promotion.• Strategically planned and managed foreign language and academic program training requirements for professional development of government staff.

• Implemented functional staffing procedures and developed process improvements to ensure the programs objectives were met and minimized revenue losses.• Conducted personnel policy planning and manpower assessments; including business process improvements for workforce development.• Briefed senior management weekly on program status as it related to resources and revenue expenditures.

• Prepared and established SLAs and managed SLA requirements, e.g., tracking costs and providing monthly financial status reports to customers for technical programs. • Prepared leads, abstracts, cost estimates and customer staffing requests (CSRs).

• Project Manager –TeamMetrix (Proprietary Time Recording System for 200+ person organization)• Supervised three-person TeamMetrix staff and developed SOP for TeamMetrix System.• Worked with program director to develop and implement policies and procedures for human capital and staffing.• Created customer and employee surveys to enhance customer satisfaction utilizing the Disney customer service approach and developed customer care training materials for new employees. Project Manager – Staffing Process Improvement• Developed centralized staffing processes and innovative solutions to address staffing challenges. • Recruited staff for positions requiring high-level security clearances.• Responsible for the program hiring and retention.• Held standing weekly meetings with senior leadership focused on staffing and retention operations.

• Conducted full life cycle recruiting, including legal compliance. • Developed and utilized recruiting metrics to map performance and areas of improvement.• Researched and organized the participation in diversity recruiting events.

• Developed relationships with diverse non-profit organizations leadership, and worked with organizations supported by Dorothy Height.• Conducted briefings at military transition assistance program on corporate expectations and creating effective resumes.• Managed countywide corporate diversity initiatives and evaluation efforts, including program planning and implementation. • Responsible for recreating specific branding for the county and working with multiple vendors.• Created diversity education program for County employees and engaged local vendors to establish the brand strategy and to design marketing materials.

• Supervised two-person staff, including conducting compensation analyses. • Classified, sourced, and recruited cleared/non-cleared technical/non-technical candidates.• Implemented corporate diversity initiatives to ensure compliance.• Developed and analyzed metrics to map performance and identify improvements.• Determined costs and standardized procedures for annual recruiting efforts• Trained hiring managers, administrative staff, and employees on staffing policies and benefits.• Provided data and metrics for measurement, analysis and decision-making.• Managed internal and external talent acquisition and turnover and full life cycle hiring process.• Managed partnerships with internal stakeholders.

• Project Manager for newsletter on national security issues for government customers.• Coordinated classified meetings attended by Flag-level officers and coordinated training courses for Federal government customers (military and civilian). • Conducted research and wrote point papers on U.S. international programs and agreements.• Developed Department's diversity/outreach hiring program. Efforts resulted in Department’s surpassing business unit recruiting, staffing, and retention goals.• Partnered with business teams to develop and execute talent acquisition strategies and processes that successfully deliver against headcount, cost, and growth plans.• Developed and implemented workforce planning strategies and established recruiting sources. • Developed recruiting metrics
for hiring and internship program.• Managed the university programs for junior personnel and the internship program, while ensuring corporate diversity initiatives were implemented.