Bradley Phillips
Harrisburg,PA
Summary
Over 15 years of experience in designing and implementing Human Capital projects and initiatives, with a proven track record of delivering impactful solutions for Federal Government and Intelligence Community clients. Expertise includes developing competency models, survey tools, conducting job analyses, and performing training needs assessments, as well as creating robust Diversity, Equity, and Inclusion (DEI) frameworks. A strong ability to collaborate with professionals in various settings—both on-site and remotely—facilitates the successful development, revision, validation, and implementation of tools and processes tailored to meet client needs. A commitment to excellence in evaluation programs is supported by a solid foundation in statistical analysis.
Overview
16
16
years of professional experience
1
1
Certification
Work History
Lead Associate – Lead Talent Management Integrator
Booz Allen Hamilton
Remote
08.2022 - 05.2024
- Mr. Phillips served as lead strategic advisor and primary Human Capital point of contact to internal senior leadership for both the Financial Services and Legal, Ethics, and Compliance accounts.
- Mr. Phillips partnered with corporate clients to consult and evaluate business challenges around people matters and sense and scope emergent business priorities and needs.
- In doing so, part of his duties were to review and analyze account data to identify trends and recommend innovative solutions to improve performance, retention, and employee experience.
- Additionally, Mr. Phillips developed forward-looking Integrated Talent Plans that aimed to provide a comprehensive roadmap of various people strategies such as workforce strategies, risk identification and mitigation, talent initiatives, staff engagement and retention, and Diversity, Equity, and Inclusion (DE&I) strategies that enable his clients to achieve their business goals.
Associate – Deputy Task Lead
Booz Allen Hamilton
Arlington, VA
10.2020 - 08.2022
- Mr. Phillips supports the Resource Planning Branch (APMF) in Analysis for the National Geospatial-Intelligence Agency’s (NGA).
- As part of these duties, Mr. Phillips advises Analysis leadership on key human capital/personnel data results and trends across civilian, military, and contractor positions to help prepare for and develop the annual Program Build and Strategic Workforce Plans.
- Mr. Phillips has also developed, delivered, and maintains several Tableau dashboards that visualize, report, and analyze vast volumes of Analysis’ personnel data to perform root cause analysis on protracted issues affecting, including gaps, inconsistencies, and alignment to corporate business rules.
- Other responsibilities include, but are not limited to, identifying and recommending mitigation options for data and process shortfalls, while developing improvement and remediation recommendations to align Analysis’ personnel data and management practices to NGA’s strategic resource guidance.
- In addition to day-to-day client activities, Mr. Phillips functioned as the Deputy Task Lead for the contract vehicle.
- This included helping to manage over 20 contractor employees on the project, while working closely with government officials and technical monitors to review all aspects of deliverables, risks, and staffing.
- Furthermore, Mr. Phillips assisted in conducting client team meetings to ensure continued progress towards contract objectives/goals.
Associate – Diversity and Inclusion Analyst
Booz Allen Hamilton
09.2019 - 10.2020
- Mr. Phillips worked as part of the Research Studies and Workforce Analytics Team for National Geospatial-Intelligence Agency’s (NGA) Office of Diversity, Inclusion & Equal Employment Opportunity (ODE).
- Mr. Phillips assisted in the analysis of organizational diversity data and development of diversity metrics and visualizations for regular reporting and as-needed requests.
- This included but was not limited to the following: developing and briefing demographic reports (Snapshots, Bearing Checks) to the NGA workforce; performing qualitative and quantitative data analysis using means, percentages, and inferential statistics to make data-driven conclusions/actionable recommendations; conducting research (literature, popular press) around diversity, inclusion, engagement, and improving/measuring inclusion (data-driven, leading practices); and utilizing Tableau to build demographic dashboards with the goal of increasing the transparency of diversity data.
Associate – Survey Design Specialist
Booz Allen Hamilton
Arlington, VA
10.2016 - 09.2019
- Mr. Phillips works as a Learning Analytics and Performance Management specialist under the Learning Management and Advancement Program (LMAP) contract.
- As part of the project, Mr. Phillips assists in the collection, analysis, visualization, and reporting of data through multiple platforms and tools (e.g., Microsoft Access, SPSS, Lime Survey, Tableau) to convey metrics and information on National Geospatial-Intelligence College’s (NGC) outcomes and program performance that leads to recommendations for optimization, business decision, and development of organizational strategies.
- This includes, but is not limited to, analyzing overall course quality and the level of learning transferred through Level 1 (End-of-Course) and Level 3 (Post-graduate) evaluations for courses delivered by NGC, creating and administering tailored surveys as requested, assessing current and emerging organizational issues through data deep-dives and descriptive/inferential statistics, and collaborating with outside Agencies to identify best practices and methods for learning observation.
Senior Consultant – Learning Analyst
Booz Allen Hamilton
09.2014 - 10.2016
- Mr. Phillips assists in a cross functional working group for the National Geospatial-Intelligence College’s (NGC) efforts to improve the instructional design process.
- Through facilitation, Mr. Phillips is collaborating with a team to align people, processes, and tools to capture and prioritize incoming requests for learning support.
- This included working with the Director of College Learning Operations and staff to document the ‘As-Is’ and ‘To-Be’ processes as part of their business process improvement efforts to optimize the allocation of their internal resources.
- In addition, Mr. Phillips develops governance models for the NGC, resulting in a Learning Operations Concept of Operations that defines roles, responsibilities, and mechanisms for developing learning solutions in NGA.
Defense Intelligence Agency (DIA) - Lead - Workforce Analytics
Deloitte Consulting Inc.
01.2012 - 08.2014
- Mr. Phillips performed ad-hoc organizational analytics and maintained force structure and compensation budget database, providing agency leadership with timely and accurate data to support decision-making.
- Maintained the Manpower and Compensation data warehouse for the FE Manpower Analytics team.
- This database included civilian pay expenditures, authorizations, and over-hire and onboard data for both military and civilian positions and personnel within the Agency.
- Developed and maintained the web-based analytical tool’s functionality to enhance the client’s web-based analysis and reporting capabilities.
- Identified manually intense processes that can be standardized using technology.
- Conducted interviews and background research to develop and document Standard Operating Procedures (SOPs) for the tasks performed by the client.
Defense Intelligence Agency (DIA) - Competency and Career Roadmap Development
Deloitte Consulting Inc.
08.2010 - 01.2012
- Mr. Phillips worked on a project to update and align competency frameworks for 17 Agency occupations in compliance with USD(I) and ODNI frameworks.
- The following tasks were performed as part of his responsibilities: Conducting focus groups with subject matter experts to refine and validate work behaviors.
- Updating the activities listed with career roadmaps accordingly to aid the workforce in closing skill gaps and developing additional competencies, and creating an easy print and read format.
- Assessing the impact on Agency performance management processes, information systems and employees.
- Developing Career Path Guides for the 17 occupations.
- Conducting interviews with subject matter experts to identify successful performance at each position within occupations.
- Overseeing this change management accordingly as competencies and corresponding behaviors are developed.
- Demonstrating client management skills that include keeping the client on task, providing status updates and best practices within project scope, and aware of the strategic direction of the project.
- Using the ‘managing up’ principle to the client in order to steer the direction of the tasks and overall project.
- Navigating eZHR and e-OPF manifests to maintain employee records such as Position Descriptions and Official Personnel Files (OPF).
- Managing project eRoom as Deloitte OnLine Room Coordinator and client SharePoint site to track and update documents/deliverables.
National Geospatial Agency (NGA) Development of GEOINT Competency Sets
C2 Technologies Inc.
08.2009 - 08.2010
- Supported the development of competency sets to describe job requirements in the newly formed GEOINT Analyst Occupation.
- The project entailed conducting a study to determine the functional areas of work that exist within the broader occupation and developing a GEOINT core competency model to describe the knowledge, skills, and tasks required across the occupation.
- This information was then used as the basis to develop specific competency sets for each functional area.
- Finally, the competency sets were applied to update the competency-based work roles across the occupation, as well as serving as the foundation for the development of GEOINT certification programs.
Defense Security Service Academy (DSSA) Program Needs Assessment
C2 Technologies Inc.
09.2008 - 08.2009
- Assisted in the development of a curriculum that provides readily accessible training to professionals within the Industrial Security Program (ISP).
- The project entailed conducting a job analysis to identify skill standards for Industrial Security Representatives, Industrial Security FOCI/International Specialists, and Field Office Chiefs.
- In addition, the development process included collecting job analytic data for each position to identify critical tasks and KSAs, conducting a skill gap analysis to identify gaps between the current and desired workforce, and conducting a training needs assessment to map learning and developmental opportunities to the gaps identified.
- This project formed the foundation for a content-valid certification program for each professional area in the ISP.
Education
MA - Industrial/Organizational Psychology
East Carolina University
Greenville, NC05-2008
BS - Psychology
East Stroudsburg University
East Stroudsburg, PA05-2005
Skills
- Workforce analysis/planning
- Team leadership/development
- Job Analysis
- Project planning
- Human Capital initiatives
- Customer relationship management
- Strategic planning
- Organizational development
- Data analysis
- Workflow optimization
- DEI research optimization
- Performance management
Certification
Certified Knowledge Manager (CKM), KM Institute, 2015-05-01
Timeline
Lead Associate – Lead Talent Management Integrator
Booz Allen Hamilton
08.2022 - 05.2024
Associate – Deputy Task Lead
Booz Allen Hamilton
10.2020 - 08.2022
Associate – Diversity and Inclusion Analyst
Booz Allen Hamilton
09.2019 - 10.2020
Associate – Survey Design Specialist
Booz Allen Hamilton
10.2016 - 09.2019
Senior Consultant – Learning Analyst
Booz Allen Hamilton
09.2014 - 10.2016
Defense Intelligence Agency (DIA) - Lead - Workforce Analytics
Deloitte Consulting Inc.
01.2012 - 08.2014
Defense Intelligence Agency (DIA) - Competency and Career Roadmap Development
Deloitte Consulting Inc.
08.2010 - 01.2012
National Geospatial Agency (NGA) Development of GEOINT Competency Sets
C2 Technologies Inc.
08.2009 - 08.2010
Defense Security Service Academy (DSSA) Program Needs Assessment
C2 Technologies Inc.
09.2008 - 08.2009
MA - Industrial/Organizational Psychology
East Carolina University
BS - Psychology
East Stroudsburg University
Technical Skills
- Advanced Proficiency in Microsoft Office (e.g., Word, Excel, PowerPoint)
- Data Analysis/Visualization: Microsoft SQL Server (Intermediate), Tableau dashboard development (Intermediate)