Summary
Overview
Work History
Education
Skills
Timeline
Generic

ANASTASIA R DIBBLE

San Diego

Summary

Human Resources Officer with strong program management across multiple HR disciplines.

Human Resources professional equipped with solid expertise in employee relations, talent acquisition, and compliance. Effective at fostering team collaboration and driving organizational success. Adaptable, reliable, and skilled in conflict resolution, training, and performance management. Known fo
r strong interpersonal skills and results-driven approach.

Overview

10
10
years of professional experience

Work History

HR Officer

USDA, Forest Service
02.2023 - Current
  • Senior HR officer for Northern Region. Collaborate with cross-functional teams developing and executing HR strategies.
  • Partner with Regional leadership on recruitment, employee relations, compensation and benefits to ensure compliance with Federal and State regulatory requirements.
  • Analyze HR data to identify trends to inform strategic decision making.
  • Coordinate HR projects to align with agency goals and objectives.
  • Provide counseling on various HR policies and provide interpretation to the Northern Region on agency programs.
  • Develop FY 24/25 hiring regional hiring plans.
  • Lead national recruitment efforts in critical positions such as Wild Land Firefighters, Archaeologists, Biologists and Research and Development.
  • Solidify relationships in HR with partners across multiple disciplines.
  • Develop performance metrics with strategic mechanisms to evaluate feedback, and provide growth opportunities for junior staff.
  • Motivate subordinate supervisors to provide guidance and support to junior staff and encourage accountability.
  • Promote equality, diversity and growth with HR Staff providing opportunities based on skills and motivation.
  • Lead focus groups and tiger teams on special projects such as attrition, position management, training programs and policy.

HR Specialist

USDA, Forest Service
12.2021 - 01.2023
  • Senior policy analyst actively involved in oversight, accountability, quality control and improvement of the Forest Service human resources program nationwide.
  • Review staffing and recruitment standard operating procedures and policies to ensure organization is operating in accordance with laws and regulations.
  • Perform ongoing policy recommendations and procedure documentation initiatives to ensure agency remains current when changes to regulations occur.
  • Review dual compensation waivers, recruitment, retention and relocation incentives, and various employment packages to ensure packages are accurate and meet the intent of the 5 CFR, US Code and agency internal policies and procedures.
  • Recommend corrective action for staffing departments when erroneous actions occur.
  • Author policy branch delegation tracker, to assist policy staff on locating important information regarding employment policies.
  • Draft memos for senior leadership for OPM approval.
  • Author briefing papers, policy briefs for senior leaderships’ decisions on highly sensitive issues.
  • Develop presentations for employment policy, as an ongoing effort to assist staffing and recruitment branches.
  • Provide technical expertise in pay and leave administration; plan and execute the compensation and leave program for the Forest Service.
  • Assess the impact of changes in programs, policies, or regulations on agency activities.
  • Conduct special projects/comprehensive studies independently to evaluate and resolve operating issues and problems at the agency level or at subordinate levels.
  • Supervisor: Sharlyn Peter, Policy Branch Chief 478-258-3312
  • Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
  • Managed benefits administration for company-wide staff, ensuring timely processing and accurate recordkeeping.
  • Conducted routine HR audits to ensure data accuracy in personnel files, payroll records, and benefit enrollments.
  • Administered employee leave requests in accordance with FMLA guidelines, maintaining compliance with regulations while providing necessary accommodations for staff members.
  • Facilitated smooth onboarding processes for new hires, leading to faster integration into the workplace culture.

Supervisory Human Resources Specialist, GS-201-13 40 Hrs/week

Marine Corps - Quantico, VA
06.2020 - 12.2021
  • This position is a 100% remote position, with duty station located in San Diego, CA
  • Oversee a virtual HR Team of 4 specialists, with serviced commands in New Orleans, LA., Indianapolis, IN, Quantico, VA, Fort Meade, MD, and Germany.
  • Supervise and direct human resource operations such as recruitment and placement and workforce shaping.
  • Provides full range of supervisory duties to include plan and assign work, set priorities, and advise on program goals and objectives, and make decisions on work problems presented by employees. Developing and assessment of training, reviewing and evaluating work and performance, coaching and developing employees, recommending corrective or disciplinary actions, recommending promotions, and scheduling.
  • Interpret and apply civilian human resources laws, regulations, precedent decisions and policies to advise management officials on complex HR issues; present different types of information effectively through oral and written communication for a variety of audiences; evaluate the efficiency and effectiveness of personnel, programs, and systems, while strengthening compliance; apply knowledge in all aspects of the recruitment process, automated systems, and regulatory guidance for routine to unique and complex situations; planning work to meet production goals.
  • Establish and maintain effective program goals, plans and guidance that support HROM’s mission, vision, goals, and objectives within established time lines.
  • Provide customers with expert advice on all aspects of workforce shaping to include: (1) Developing/executing effective recruitment and reduction/reorganization plans/strategies to acquire and maintain a skilled/diverse workforce and (2) Provide maximum hiring flexibilities and detailed analysis of effectiveness.
  • Provide guidance on maximum use of hiring flexibilities including drafting and providing business practices utilizing Direct Hire Authority (DHA) for, Base Quota Hiring, Manpower & Reserve Affairs, and Marine Corps Recruiting Command.
  • Exercise delegated managerial authority to oversee the overall planning, directing, and timely execution of a program, several program segments, or similar work units, and to establish and approve organizational (or comparable) staff functions, including development, assignment, and higher level clearance of goals and objectives for supervisors or managers of subordinate organizational unit or lower organizational levels.
  • Modify recruitment team’s approach and work methods including recruitment folder records management, order and priority of actions worked, and stability of priorities to eliminate practices with no added value, reduce redundancy, and permit better workload management to increase team and HR Specialist efficiency.
  • Serve as the technical expert providing guidance, consultation, policy and procedural interpretation to managers and human resources specialists both internal and external to the organization.
  • Meet with senior leaders on a regular basis to assist with achieving the necessary HR and manpower change management in their organization.
  • Encourage and facilitate discussions between staff and senior leaders, when there are differences in opinion on how recruitments/hiring actions should be done. Mentoring staff provides them the ability to handle similar situations in the future.
  • Persuade and gain buy-in from senior military and civilian leaders to make changes that result in a new direction resulting in positive outcomes.
  • Demonstrated examples include implementing a change in how job analysis are perceived and where focused efforts have value-added impact on the quality of referred applicants and communicating the benefits of management driven qualifications analysis through the use of DHA flyers.
  • Supervise staff and provide detail training to ensure comprehensive knowledge of DoD, DON and Marine Corps regulations are explained and understood.
  • Manage strategy for performance evaluation, corrective action and disciplinary measures.
  • Implemented employee engagement and development activities, presentations and training to maximize productivity and unite workforce.
  • Assess and filtered resumes from potential job candidates to determine qualified individuals.
  • Reviewed compensation program and developed short- and long-term plans to increase efficiency and employee satisfaction.
  • Partnered with senior leadership to establish and develop corporate and HR policies and procedures.
  • Continuously liaise between management and employees to deliver conflict resolution, resolve problems and interpret compensation and benefits policies.
  • Supervisor: Karen York, Site Director HROM-Quantico (703) 784-0566

Human Resources Specialist GS-201-12 40 Hrs/week

USMC
10.2018 - 06.2020
  • This is a 100% remote position, with duty station located in San Diego.
  • Support the United States Marine Corps in recruiting, training, and policy development and interpretation.
  • I work closely with managers, active duty service members, and various liaisons at the commands.
  • I ensure all recruitments are on track, timely, and report these efforts on a weekly basis to the commands.
  • I assist the G-1 in providing exemplary efforts for the Marine Corps Civilian Law Enforcement Program, and advise on complicated recruitment strategies.
  • I develop hiring goals and objectives for my serviced commands, and have weekly conference calls with all commands to ensure items are addressed timely and efficiently.
  • Additionally, I coordinate release dates, pre-employment paperwork, to include drug testing, physicals, etc., and set entrance on duty dates.
  • I travel periodically throughout the year to train managers on recruitment strategies, and advise on the best course of action with the vacancies that exist within their organization.
  • I develop reports for metrics, to determine objectives and goals for the organization and where deficiencies may lie.
  • Current Supervisor: Karen York, Site Director HROM-Quantico (703) 784-0566

Supervisory Human Resource Specialist GS-201-13 40 Hrs/week

Dept. of the Navy, Office of Civilian Human Resources
04.2017 - 10.2018
  • Supervised staff and client training to ensure comprehensive knowledge of DOD and DON regulations.
  • Planned recruitment events for interested applicants and organized onboarding activities for newly hired employees.
  • Developed process improvements and streamlined procedures to effectively resolve employee discrepancies.
  • Managed recurring HR processes such as time-hire.
  • Mitigated regulatory risks by advising leadership with recommendations on organizational policy improvements, including equal employment opportunity and sexual harassment for corrective action planning.
  • Partnered with senior leadership to establish and develop corporate and HR policies and procedures.
  • Prepared employees for assignments by establishing and conducting orientation and training programs.
  • Oversaw all facets of staff and client training objectives to install knowledge of federal, state and local regulations and requirements.
  • Guided junior HR Specialists on hiring practices, salary ranges, and position request forms.
  • Assessed organization’s policies, making suggestions to improve work productivity, team collaboration, recruiting and hiring initiatives.
  • Managed strategy for performance evaluation, corrective action and disciplinary measures.
  • Diminished project lags and maximized positive customer relations by communicating effectively and bridging the gaps between customer and operations.
  • Eliminated learning gaps and effectively instructed students utilizing wide variety of innovative teaching aids and motivational and implementation strategies.
  • Enhanced customer satisfaction ratings by resolving issues efficiently.
  • Advocated on behalf of personnel by gathering feedback and urging leadership to actively identify and pursue conflicts and other issues.
  • Supervisor: Mary Linda Dahlig Retired 2020

HR Specialist GS-12 40 Hrs/week

Dept. of the Navy, Office of Civilian Human Resources
11.2015 - 04.2017
  • Diminished project lags and maximized positive customer relations by hiring top talent and directing performance evaluations.
  • Eliminate learning gaps and effectively trained and mentored junior staff utilizing a wide variety of innovative teaching aids and motivational and implementation strategies.
  • Advocate on behalf of personnel by gathering feedback and urging leadership to actively identify and pursue conflicts and other issues.
  • Contributed to 50% productivity growth across HR through implementation of operational process improvements.
  • Post well-written vacancy announcements using available recruitment tools to attract talented, highly skilled job applicants.
  • Train staff on software functionality for human resources processes, including employee referral program, sensitive position tracking and tuition assistance program.
  • Assess organization’s policies, making suggestions to improve work productivity, team collaboration, recruiting and hiring initiatives.
  • Assess and filtered resumes from potential job candidates to determine qualified individuals.
  • Manage recurring HR processes such as recruitment and non-recruitments.
  • Guide junior HR Specialists on hiring practices, salary ranges, and position request forms.
  • Create and maintain new recruitment folders.
  • Build Position Descriptions in DCDPS Modern accurately and efficiently.
  • Post job announcements to CHART as well as USA Jobs.
  • Accept special projects as determined by branch head, efficiently work as a team player in department, by taking on other workloads as deemed necessary by branch head.
  • Work closely with the 53A team in order to avoid pay problems, and database inconsistencies.
  • Combine OPFs in a timely manner ensuring employee’s record in complete and accurate.
  • Process WG-Due Checklists timely to ensure employee’s eligibility and avoid indebtedness.
  • Monitor and track all out-going work accomplished, as well as work that arrives from our serviced commands.
  • Provide advice and assistance on a variety of classification, recruitment and placement and business processes.
  • Perform workload planning both short range and long range, and consider realigning the work where necessary to accomplish the mission of the organization.
  • Conduct analytical reviews, and provide solutions on complex assignments.
  • Consult subordinates on the best course of action when they face challenges on work priorities, and solutions to problems and communicating with serviced commands.
  • Provide my management team with weekly production updates, and keep them apprised of situations which may delay the recruitment process significantly and my proposed solutions to those occurrences.
  • Consult with our serviced commands on HR partnership meetings, to resolve issues and concerns, fostering an effective working relationship.
  • Provide advice and guidance to subordinates on the best course of action regarding staffing and recruitment.
  • Perform reviews of work completed by subordinates to ensure quality of work is prevalent and to ensure efficiency and effectiveness for our customers.
  • Develop strategic plans to accomplish specific customer goals, i.e., reorganizations, realignments, etc.
  • Supervisor: Kathy McNamara, Supervisory HR Specialist 951-970-9714

Education

Some College (No Degree) - Organizational Leadership

Chapman University
San Diego, CA

Some College (No Degree) - General Studies

Palomar College
San Marcos, CA

High School Diploma - undefined

Rancho Bernardo High School
San Diego, CA
01.1995

Skills

  • HR policies and procedures
  • Organizational development
  • Report writing
  • Onboarding
  • Onboarding and training
  • Employee relations
  • Records maintenance
  • Onboarding and orientation
  • Records management
  • Talent management
  • Payroll administration

Timeline

HR Officer

USDA, Forest Service
02.2023 - Current

HR Specialist

USDA, Forest Service
12.2021 - 01.2023

Supervisory Human Resources Specialist, GS-201-13 40 Hrs/week

Marine Corps - Quantico, VA
06.2020 - 12.2021

Human Resources Specialist GS-201-12 40 Hrs/week

USMC
10.2018 - 06.2020

Supervisory Human Resource Specialist GS-201-13 40 Hrs/week

Dept. of the Navy, Office of Civilian Human Resources
04.2017 - 10.2018

HR Specialist GS-12 40 Hrs/week

Dept. of the Navy, Office of Civilian Human Resources
11.2015 - 04.2017

Some College (No Degree) - General Studies

Palomar College

High School Diploma - undefined

Rancho Bernardo High School

Some College (No Degree) - Organizational Leadership

Chapman University

Similar Profiles

CREATE PROFILE
ANASTASIA R DIBBLE