HR Professional
Open To Work
Amanda Y. McFadden
Outside the Box, LLC/ Outside the Box Worldwide
Sumter,SC
Work Preference
Job Search Status:
Open to workDesired start date:
ImmediatelyDesired Job Title
Administrative Operations ConsultantManagement & Program AnalystOperations CoordinatorPublic Health AnalystSenior Human Resources Business PartnerWork Type
Full TimeContract WorkLocation Preference
On-SiteRemoteHybridLocation:
Washington, DCAtlanta, GAHouston, TXRaleigh, NCCharlotte, NCOpen to relocation:
YesImportant To Me
Work-life balanceCareer advancementHealthcare benefitsPaid time off401k matchFlexible work hoursPersonal development programsSummary
Operations professional equipped with robust background in optimizing business processes and enhancing operational efficiency. Proven capability in identifying improvement areas and implementing effective strategies that drive results. Known for fostering strong team collaboration and adaptability to changing business needs.
1
Certification
19
years of professional experience
Work History
Administrative Operations Consultant
10 Months- Provide remote administrative and operational support for an international nonprofit, coordinating executive administration, communications, scheduling, document management, donor communications, publication support, and project logistics for humanitarian initiatives in Africa.
- Key Achievements:
- Coordinated administrative operations supporting international humanitarian outreach initiatives, ensuring timely communication, organized documentation, and consistent project support across multiple organizational priorities.
- Managed executive correspondence, calendars, records, meeting logistics, and organizational documentation to improve workflow, maintain accountability, and support leadership decisions.
- Assisted in the development, editing, formatting, and publication preparation of organizational book projects, educational materials, internal documents, and donor-facing communications.
- Supported fundraising efforts, project planning, donor communications, and executive-level administrative operations by coordinating content, tracking deliverables, and maintaining organized records.
- Maintained remote professional responsibilities while serving as primary family caregiver, balancing competing priorities with reliability, discretion, and consistent operational follow-through.
- Analyzed operational workflows to identify inefficiencies and recommend process improvements.
- Developed strategic initiatives to optimize resource allocation and enhance overall productivity.
- Facilitated cross-departmental collaboration to align operations with organizational goals.
- Led training sessions for staff on best practices and operational procedures.
- Implemented performance metrics to evaluate operational success and drive continuous improvement.
- Streamlined communication channels between departments to improve information flow and reduce delays.
- Coordinated project management efforts to ensure timely execution of key initiatives.
- Managed diverse teams and fostered a positive working environment, leading to increased employee satisfaction.
Management & Program Analyst
6 Years 9 Months- Served as the primary HR business partner for a 300+-employee organization, advising senior leaders on workforce planning, organizational alignment, talent management, restructuring, position management, workforce modernization, HR metrics, succession risks, and mission-critical talent needs.
- Key Achievements:
- Increased HRIS data accuracy to 98% by implementing validation controls, improving reporting procedures, and strengthening data integrity processes for workforce planning and leadership reporting.
- Conducted compensation benchmarking for 50+ job classifications, analyzing pay data and market trends to support equitable compensation practices, position reviews, and workforce alignment.
- Advanced workforce planning by developing analytics-based reports, identifying staffing trends, and translating workforce data into actionable insights for executive decision-making.
- Improved performance management guidance by advising leaders on evaluations, feedback processes, employee development, documentation standards, and manager accountability.
- Resolved complex employee relations matters through fair, compliant, and policy-based interventions, helping leaders address workplace concerns while reducing organizational risk.
- Supported succession planning and talent reviews by identifying high-potential employees, analyzing workforce gaps, and advising leaders on strategies to build future leadership capacity.
Instructor / Writer, HR & Leadership Training
8 Years 6 Months- Delivered HR operations, personnel systems, and leadership training to deploying service members, ensuring readiness for operational environments. Instructed personnel on ethical leadership, performance management, and conflict resolution to strengthen workplace effectiveness. Regularly updated training curriculum to reflect evolving HR systems, regulatory changes, and organizational requirements.
- Key Achievements:
- Delivered 120+ training sessions on leadership, ethics, HR operations, personnel systems, and compliance, preparing service members to perform effectively in operational and deployment environments.
- Achieved 90%+ trainee satisfaction based on post-training evaluations by adapting instructional methods, reinforcing key learning objectives, and creating practical, mission-focused training experiences.
- Strengthened leadership capability through scenario-based instruction, applied learning exercises, facilitated discussions, and coaching that helped personnel build confidence in supervisory decision making.
- Improved HR knowledge retention by integrating real-world case studies, hands-on exercises, regulatory examples, and operational scenarios into curriculum and classroom instruction.
- Built interactive learning environments that increased participation, encouraged peer knowledge sharing, reinforced accountability, and supported stronger understanding of HR and leadership responsibilities.
- Delivered structured training that supported mission readiness, strengthened operational effectiveness, and ensured personnel understood required HR processes, leadership standards, and compliance expectations.
Human Capital Specialist
7 Years 6 Months- Support high-volume and specialized recruitment processes, ensuring timely sourcing, screening, and onboarding across multiple functions. Developed and maintained Power BI dashboards to help leaders monitor workforce risks, headcount trends, and staffing forecasts.
- Key Achievements:
- Improved onboarding completion by 30% by establishing structured schedules, coordinating stakeholders, tracking required actions, and improving communication with new hires and managers.
- Increased training participation by 40% through targeted communications, improved scheduling coordination, employee engagement strategies, and stronger follow-up with program participants.
- Enhanced recruitment efficiency by refining screening processes, improving candidate communication, and strengthening coordination between hiring managers, HR partners, and applicants.
- Delivered HR analytics dashboards that enabled leadership to monitor workforce risks, evaluate staffing forecasts, identify headcount trends, and make data-informed planning decisions.
- Facilitated leadership development initiatives focused on communication, performance management, team effectiveness, and supervisory capability in diverse organizational environments.
Human Resources Sergeant
3 Years 11 Months- Managed HR operations and personnel accountability for a 1,300-member unit, ensuring accurate, timely records across all sections. Administered and monitored training documentation, personnel files, evaluations, and administrative actions in compliance with organizational policies. Coordinated personnel readiness activities, including training schedules, promotions, transfers, and reassignments.
- Key Achievements:
- Improved HR workflow efficiency by 20% through process optimization, standardized tracking methods, streamlined administrative procedures, and improved coordination across personnel support functions.
- Processed 500+ personnel actions with zero critical errors by ensuring accurate documentation, verifying data integrity, meeting required timelines, and maintaining compliance with administrative standards.
- Reduced administrative backlog by 40% using structured tracking systems, prioritization methods, workflow monitoring, and consistent follow-up with leadership and personnel support teams.
- Strengthened personnel accountability systems and unit strength tracking by maintaining accurate records, reconciling data discrepancies, and supporting leadership visibility into staffing status.
- Improved coordination between leadership and HR sections by clarifying requirements, tracking pending actions, communicating status updates, and supporting faster administrative decision-making.
- Reinforced procedure compliance, timeline management, and documentation standards by monitoring administrative requirements, correcting errors, and ensuring personnel actions met established policies.
Education
Master of Public Health (MPH)
Bachelor of Science - Business Administration
Skills
HR Strategy
Workforce Planning
Organizational Development
Employee Relations
Talent Management
HRIS
Power BI
Workforce Analytics
Executive Administration
Strategic Planning
Program Management
Performance Management
Position Management
Recruitment
Onboarding
Training & Development
Stakeholder Engagement
Change Management
Data Analysis
Microsoft 365
SharePoint
Compliance
Process Improvement
Records Management
Certification
- Certified Federal HR Practitioner (cFHRP)
- U.S. Army Instructor/Writer Certification
Areas of Expertise
- Workforce planning, skills-gap analysis, succession planning, and long-term talent strategy aligned with mission and operational goals.
- HRIS, Power BI, workforce analytics, dashboard reporting, data validation, and leadership decision support.
- Full-cycle HR operations including onboarding, personnel actions, promotions, evaluations, transfers, separations, and records management.
- Employee relations, policy interpretation, conflict resolution, compliance, and workplace issue resolution.
- Performance management, leadership development, feedback systems, manager coaching, and workforce accountability.
- Recruitment pipelines, candidate screening, hiring manager coordination, onboarding programs, and stakeholder engagement.
Timeline
Administrative Operations Consultant
Outside the Box, LLC/ Outside the Box Worldwide
10.2025 - Current
Management & Program Analyst
Department of Homeland Security – Office of the Chief Human Capital Officer (OCHCO)
01.2019 - 10.2025
Human Capital Specialist
Department of Homeland Security – Office of Health Affairs (OHA)
07.2011 - 01.2019
Instructor / Writer, HR & Leadership Training
United States Army Reserve
06.2011 - 12.2019
Human Resources Sergeant
United States Army - Active Duty
07.2007 - 06.2011
Columbia Southern University
Master of Public Health (MPH)
Columbia Southern University
Bachelor of Science from Business Administration