PROFESSIONAL EXPERIENCE

Confidential, Washington, DC

Sr. Human Resources Specialist

Responsibilities:

• Currently served as one of three OHR Manpower SME responsible for coordinating and collaborating across the Confidential (OHR), the Chief Financial Officer (CFO), and other applicable stakeholders to promote accountability and transparency in manpower management.
• Expert level analytical manpower advice to Agency seniors and customers on a variety of requirements and resources issues such as billet structure, correctly aligning individuals to proper job code and series. Ensured organizations adhere to the Force Structure Review as directed by CFO/DoD. Analyzed and evaluated manpower assigned data to assist with making well informed decisions. Identified statistics that could impact manpower and force structure.
• Reviewed, managed, and implemented the Billet Change Requests (BCRs) submitted or request by each assigned account or stakeholder. Ensured the highest level of quality control is maintained, and executed by analyzing and verifying that all BCRs are in alignment with DIA force structure policy. Maintained liaisons with staff officers and CFO offices. Resolved any issues that arise within three days, and communicate the recommended resolution to the customer.
• In addition, often called upon by Confidential Office leadership to research and interpret policy, provide HR advice and guidance to supervisors and hiring managers in the area of personnel/staffing to assure adherence to DIA, DoD, and OPM procedural requirements (i.e., promotions, reassignments, new hires, details, term - appts, temporary appts etc.). Provided advice on internal and external staffing procedures sufficient to determine appropriate recruitment methods (i.e., Direct Hire, Veterans Recruitment Appointment), posted announcements and made determinations regarding eligibility requirements and qualification standards.
• Communicated regularly with the hiring manager regarding candidates, their progress through the agency’s pre-employment process and other information needed to facilitate an effective decision. Processed various SF52 personnel actions -- such as promotions (702), reassignment NTEs (721), Realignments (790), New Hire Actions (170, 171, 570, 571), just to name a few. Also extended offer of employment to candidates who have been selected by the hiring manager. Informed applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, and promotion opportunities. Initiated, authorized, signed, coordinated, and submitted all personnel actions impacting organizations employees.
• Responded to inquiries from personnel and leadership, and is relied upon to independently exercise diplomacy, tact, and sound judgement in releasing or withholding information relative to the activities of Human Resources.
• As the agency’s Subject Matter Expert in the area of Position Management and Workforce Planning, was responsible for providing guidance to agency leadership on how to best realign or reorganize positions and/or an office to best meet the needs of an organization. Processed various Realignment or Reassignment Personnel Request Actions (SF52) to affect the change in organization using eZHR PeopleSoft system.

Confidential

Sr. Human Resources Specialist

Responsibilities:

• During this short timeframe I was able to achieve several major projects that will have a long lasting impact on deployed personnel processing in theater for years to come. Developed communications tools such as:
• Welcome Package. After collecting buy-in and suggestions from internal stakeholders (J1, J4, and J6 teams), employed a “less paper” orientation system for new arrivals in the development of a DSO Welcome Package. This initiative reduced packet size from 41 to 26 pages saving the DSO J1 team several hours each month printing and sorting material for distribution to new arrivals. The more streamlined welcome package allowed the staff to focus on more pertinent issues. This effort also increased communication between the DSO Staff and deployed personnel.
• DFE SharePoint Portal: As a measure to replace the information no longer included or required in hard copy format such as new arrival information, worked with a webmaster to revamp the existing DFE SharePoint Portal.
• This tool will house all pertinent information where all deployed personnel and those who anticipate deployment will have a centralized location to search and review critical information. This tool will be located on both JWICs and Afghan Southwest Asia Secret Network (SWA SIPRnet) and will allow employee’s greater access to information normally found on the DIA JWICs system. In addition to the latest policies, also posted other DSO J1 communication material helpful to the deployed workforce (i.e., civilian and military pay and benefits, emergency leave, performance management, and extension and curtailment).
• SOP and Process Maps: In a very short time, single handily developed and authored crucial standard operating procedures (SOPs) used to outline step-by-step instructions for how the J1 Office and DSO would process actions such as emergency leave, rest and recuperation leave, in/out processing, redeployment, leave-enroute, etc. The new DSO SOPs provided detailed guidance and written instructions on all processes and provided employees with a reference to common DSO business practices, and tasks. New arrivals will be utilizing this new guidance to answer questions without having to interrupt the DSO J1 staff to ask how an action or task is to be performed. These new instructions and/or guidance will serve as a historical record of how, why, and when steps in a certain process for use when modifications are made to that process and when a SOP must be revised. These new instructions will streamline processes and keep procedures consistent in theater and will also ensure future guidance/instructions provided to employees in the field stay consistent and the DSO J1 and J1 Rear offices will “speak with one voice”.
• Too accompany the new DSO SOPs, I developed process maps for each of the standard operating procedures to explain each step of the process. The diagrams will bring forth a clearer understanding of the process or series of parallel processes. The process maps will break down the procedures into its component steps, from the start of the process to the end. These new visual diagrams will allow new employees to clearly understand how each policy and or task function.

Confidential, Washington, DC

Sr. Human Resources Specialist

Responsibilities:

• Served in a key position as a Subject Matter Expert assigned to the Management Integration Branch providing classification support to the Mission Capability area. Provided daily advice, guidance, and policy interpretation on a wide variety of HR topics to key leadership.
• Researched, developed, and prepared written guidance, formal and informal information papers, staff papers, and Standard Operating Procedures (SOPs) for all audience levels. In addition, I provided authoritative guidance, formal training, quality assurance, and direction to human resource personnel throughout the agency. Frequently responded to high-level sensitive and complex personnel issues providing critical analysis and resolution for agency leadership.
• Often tasked as action officer on unforeseen time-sensitive projects requiring short-notice participation in meetings and working groups as the subject matter expert for Federal Civilian Employment.
• In addition, assisted the Civilian Operations Division, with providing HR advice and guidance to supervisors and hiring managers in the area of personnel/staffing requests to assure adherence to DIA, DoD, and OPM procedural requirements (i.e., promotions, reassignments, new hires, details, term-appts, temporary appts etc.).
• Provided advice on internal and external staffing procedures sufficient to determine appropriate recruitment methods (i.e., Direct Hire, Veterans Recruitment Appointment), posted announcements and made determinations regarding eligibility requirements and qualification standards.
• Communicated regularly with the hiring manager regarding candidates, their progress through the agency’s pre-employment process and other information needed to facilitate an effective decision. Processed SF52 personnel actions -- such as promotions (702), reassignment NTEs (721), Realignments (790), New Hire Actions (170, 171, 570, 571), just to name a few.
• Also extended offer of employment to candidates who have been selected by the hiring manager. Informed applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, and promotion opportunities. Initiated, authorized, signed, coordinated, and submitted all personnel actions impacting organizations employees.
• Responded to inquiries from personnel and leadership, and is relied upon to independently exercise diplomacy, tact, and sound judgement in releasing or withholding information relative to the activities of Human Resources.

Confidential, Arlington, VA

Sr. Human Resources Specialist

Responsibilities:

• As a Senior Human Resources Specialist, routine work assignments were performed independently of my supervisor only discussing those issues negatively impacting the customer or the agency. Often called upon to research and interpret HR policy and guidance to subordinate personnel as it pertains to purpose and scope of positions, description of qualification standards, what is creditable experience (civilian and military).
• Provided HR advice and guidance to supervisors and hiring managers in the area of personnel/staffing requests to assure adherence to DIA, DoD, and OPM procedural requirements (i.e., promotions, reassignments, new hires, details, term-appts, temporary appts etc.).
• Provided advice on internal and external staffing procedures sufficient to determine appropriate recruitment methods (i.e., Direct Hire, Veterans Recruitment Appointment), posted announcements and made determinations regarding eligibility requirements and qualification standards. Communicated regularly with the hiring manager regarding candidates, their progress through the agency’s pre-employment process and other information needed to facilitate an effective decision.
• Processed SF52 personnel actions -- such as promotions (702), reassignment NTEs (721), Realignments (790), New Hire Actions (170, 171, 570, 571), just to name a few.
• Also extended offer of employment to candidates who have been selected by the hiring manager. Informed applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, and promotion opportunities. Initiated, authorized, signed, coordinated, and submitted all personnel actions impacting organizations employees.
• Responded to inquiries from personnel and leadership, and is relied upon to independently exercise diplomacy, tact, and sound judgement in releasing or withholding information relative to the activities of Human Resources.
• Conducted job analysis, reviewed Staffing Checklist, validated billet authorization and funding, and resolve any issues or questions with the hiring manager prior to posting the vacancy announcement.
• Initiated the job requisition in eZHR based on the staffing checklist requirement and discussed the job requirements with the Hiring Manager to obtain additional information about the position.
• Based on the strategic conversation with the Hiring Manager, reviewed candidates in the various pool sources (i.e., Student Interns, Veteran Preference Eligible) and, according to the priority list, determines the best course or action for filling the billet using various appointment authorities (i.e., Direct Hire or Veterans).
• Reviewed the Staffing Priority List to determine internal placements that may be considered for the position and, if required, review internal placement and Talent Pool Hire spreadsheets which was found on the Confidential Internal Share point website.
• Posted vacancy announcement, screened the list of eligible candidates, determined best qualified candidates, and issued merit selection certificate to Hiring Manager via eZHR for further consideration (interview and selection).
• Conducted Qualification and Analysis to ensure candidates meet not only OPM Quals Standards but Agency position requirements i.e., the 2210 series possess an Individual Occupational Requirement, thus upon entry into a federal position, the selected candidates MUST possess the required IT-related education and/or IT-related experience.
• Determined the pay grade for which the candidate is qualified using “DIA Pay Setting” guidelines. Was responsible for setting pay according to pay setting rules for former federal employees Highest Previous Rate (HPR) in accordance with established pay setting laws, regulations, policies, and guidance for federal civilian employees.
• Was authorized to consider military compensation in making a salary offer to Separating or Retired Military personnel. Initiated recruitment incentive request (for hard to recruit, mission critical positions, etc.), including Advanced Hire Rate (AHR) request on behalf of a candidate. Considered current salary when current employment is related to the advertised position or when the selectee has recent creditable experience.
• Determined if the candidate required an Advanced Hiring Rate (AHR). If the candidate requests an AHR, work with the hiring manager to obtain:
• Justification for recommended AHR (used to recognize superior qualifications/skills that are difficult to recruit and is not used simply to match existing pay)
• Impact to the office if applicant is not hired
• If selectee is a current federal employee, REFER TO “Reassignment of Current Federal Employee (Direct Transfer)/Direct Hire of External Candidate” SOP
• Extended “Conditional” Job Offer via telephone and Offer Letter and negotiate salary.
• Coordinated pre-employment processing and entrance on duty (EOD) date with candidate, gaining, and losing supervisor.
• Maintained contact with the selectee throughout pre-employment process
• Extended “Final” Job Offer via telephone and Offer Letter once candidate has been cleared through the pre-employment process (i.e., clearance, drug test, and DD214 (if applicable) NOTE: If the candidate is a current federal employee transfer, coordinated with the losing agency to obtain SF75 information).
• Processed candidate for hire information in eZHR system generating the SF52/SF50 based upon the OPM Guide to Processing Personnel Actions and DIA Civilian Pay Instructions.
• Requested sponsor for selectee (As outlined in the Defense Intelligence Agency Sponsor Guide)
• Created Official Personnel File (OPF) for all new hire which contained the following required documents and maintained the staffing case file for two years depending on if an investigation of FOIA request is active:
• Provided FAQ to candidate for pre-employment process (Drug testing timelines, clearance process, on-boarding, initial training/indoc, etc.)
• Advised the Hiring Manager on actions necessary to meet hiring guidance and support hiring manager on developing current/future hiring needs.

Confidential, Arlington, VA

Supv Admin Officer

Responsibilities:

• Served as Supervisor Administrative Officer assigned directly to the Office of Confidential, Directorate for Human Intelligence (DH). Provided first-level supervision of a small staff engaged in a wide variety of support activities, allocating workloads, establishing goals, evaluating performance, and orchestrating the overall operations f the team to ensure a coordinated, cohesive effort that supports DH goals and objectives. Responsible for headquarters program oversight of the full range of administrative issues with the directorate, to include actions related to manpower and position management, requisition and placement, awards and recognition, and training. Represented DH priorities and interests at DIA working and management level forums, advising of DH global, HUMINT-specific requirements and recommending agency solutions.

Confidential, Washington, DC

Sr. Human Resources Technician

Responsibilities:

• Served as the Senior Human Resources Technician assigned to the Confidential, Civilian Operations, Recruitment Team. Responsible for a full range of recruitment and placement services for a less complex assigned organizational assignment within the agency
• Posted vacancy announcement, screened the list of eligible candidates, determined best qualified candidates, and issued merit selection certificate to Hiring Manager via eZHR for further consideration (interview and selection).
• Performed procedural work associated with recruitment, affirmative action, reassignment and promotion actions, legal and regulatory controls, special hiring authorities, pay issues, special programs, etc.
• Kept abreast of changes in Federal and DoD regulations and policies related to HR functions. Responded to inquiries from hiring managers regarding all aspects of HR recruitment and placement, classification, employee relations and benefit functions. Provided assistance or performed limited special projects, such as reduction in force, early retirement, summer hire program, award ceremonies, bonus boards, etc. Identified need for and prepared new or revised standard operating procedures or technical processes.
• Provided training to new HR Technicians and provided continuity of operations of clerical and administrative processes during transition of government/contractor personnel.