BRYAN L. GUTHRIE SR.
Savannah,GA
Summary
Senior Human Resources professional seeking a Management/Supervisor position to share my experience with the future of public sector work force. I have a demonstrated proficiency in execution of managing multiple programs, process improvement, personnel investigations, conflict resolution, Federal EEO and Reasonable Accommodation process. A dependable strategic, operational, and analytical thinker for critical and complex employee and labor relations issues. Resolute team builder and mentorship skills designed over the course of thirty-four years of combined federal and military service with fifteen years as a supervisor. Demonstrated ability to lead and exceed mission expectations in high stress environments with multiple projects that are/were critical to organizational success. Trusted by senior leaders to exercise sound judgement with decision authority when mission timeline did not allow for normal processing standards. Personable and dedicated customer service representative with extensive experience in industry. Solid team player with upbeat, positive attitude and proven skill in establishing rapport with clients. Motivated to maintain customer satisfaction and contribute to company success. Articulate, enthusiastic and results-oriented with demonstrated passion for building relationships, cultivating partnerships and growing businesses.
Overview
22
22
years of professional experience
Work History
Treasury
Internal Revenue Service
06.2024 - Current
Program Manager
Department of Interior
12.2023 - 07.2024
- Performance Management (PM) & Awards Recognition GS-0201-14, Step 1
- U.S.
Human Resource Specialist
06.2021 - 06.2023
- Labor/Management-Employee Relations GS-0201-12, Step 4, Employee & Labor Relations GS-0201-12, Step 3, ) (10 hours per week)
- Oversaw the development and negotiation of a new three (3) year contract for the school’s Director effective July 1, 2023, to June 30, 2026
- Developed the first Position Description and Performance Plan to ensure the school director had measurable standards to allow future Board Presidents to have the necessary tools to provide an accurate assessment of performance throughout each school year
- Assisted the director with communicating with parents
- Ensured the Board operated within the guidelines of the by-laws
- Developed long-term sustainability plan for the future of the Jewish education program to maximize family participation and increase enrollment.
Program Manager
Food
12.2002 - 08.2021
- US Dept of Agriculture, and Nutrition Services 40 Hours per week
Supervisor
Dept of Navy, US Marine Corps
02.2021 - 07.2021
- Nadia Patterson; 267-304-8638 40 Hours per week
- Top Secret Security Clearance
- Served as the first Supervisor for newly formed Human Resources Team, Labor Employee Relations (HRT-LER) directly servicing the Marine Corps Systems Command with over 1800 employees located at multiple bases throughout the country and OCONUS which supports the Marine Corps acquisition and development of new equipment and weapon systems for Marine Corps
- Updated Position Descriptions as developmental from GS09, 11 and 12, included specification information making the two FTE’s unique to the new command office supporting Acquisition and included the requirement of a Secret Clearance after completing necessary documentation to support
- Provided management and supervisors with information and resources, tools and assistance administering two effective performance management programs, one for the Acquisition work force using the Contribution-based Compensation Appraisal System (CCAS) and a second one for non-acquisition positions
- Created a new tracking report to provide the command and senior management to provide a weekly update of actions
- Completed review of Performance Descriptions and got approval for relocation incentive to attract a larger applicant pool to fill two FPL GS12 vacant LER positions
- Developed a close working relationship with the supporting legal counsel to ensure management where timely in responses to employment issues
- Directed the planning and organizing of complex civilian human resource programs; interpreted laws, regulations, and policies to then advise senior management officials
- Conducted audits of HR systems and programs looking for more efficient ways of providing services
- Conducted management inquiries of civilian personnel to determine the facts and if there were violations of law, regulations and/or standards
- Prepare written reports which may serve as a basis for management to take disciplinary/adverse action
- Served as part of a Reasonable Accommodation Team to provide technical oversight and support to management
- Meet with responsible management prior to completion of accommodation program to review results and assist in briefing management on potential resolutions.
Supervisor
US Army Civilian Human Resource Agency, CHRA
09.2018 - 02.2021
- Twana Maben; 912-414-4288 40 Hours per week
- Secret Security Clearance
- Provided Employee and Labor Relations support to managers and employees for U.S
- Army Corps of Engineers South Atlantic Division Headquarters and three (3) District Offices in Savannah, GA, Charleston, SC and Wilmington, NC by leveraging knowledge and skill in applying a full range of HR methods, principles, practices to advise on and/or resolve operational problems which range from recurring through complex and unprecedented issues
- Represented management in negotiating with union officials to ensure the management’s rights were protected while building a consensus of trust between parties to promote the efficient execution of the agency mission
- Utilized a wide range of HR practices, laws, regulations, policies, and precedents sufficient to provide expert HR management advisory and technical services on complex and wide-impacting customer functions and work practices; use detailed analytical methods to identify, evaluate, and recommend in-depth alternatives with impact analyses to management to find appropriate HR solutions; use non-standard operating practices or highly modified HR work procedures for delivering effective HR services to Army and non-Army customers; and provide written and oral communication techniques sufficient to develop and deliver briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of findings and recommendations
- Developed written policy and guidelines for use by local management in delineating their roles and responsibilities in such matters as developing individual employee appraisal plans, completing appraisal forms, reappraising employees as appropriate, and providing counseling and training as necessary
- Advised managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems; explain rules and procedures to employees to assist them in understanding their rights and obligations; maintained and encourages objectivity in situations that may be charged with emotion and involve assumptions; resolved disputed facts, including those which required credibility determinations; interpreted facts and events, and/or identified aggravating or mitigating factors relevant to the case; and conducted extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance
- Advised negotiating committee members on the interpretation and applicability of arbitration decisions and precedent decisions to local situations
- Served as a panel member to conduct interviews for developmental positions, then rank and rated the applicants to provide the hiring official a primary and alternate list of candidates to select from
- Provided oversight and guidance throughout the process of internal administrative investigations of potential workplace harassment and/or misconduct
- Provided advice and counsel to senior levels of management on overall goals, policies, procedures, and objectives related to the administration of Employee Relations programs which include violations of the Federal DEIA initiatives, EEO and other policy compliance related to ADA through RA program
- Developed ad-hoc training to ensure customers and staff have all relevant information to increase efficiency
- Conducted studies of business processes which are relevant to managements function within the agency
- Oversaw improvement of complex processes which increased management’s ability to respond to employee needs while ensuring mission accomplishment.
Supervisor
Federal Law Enforcement, FLETC
05.2016 - 09.2018
- Connie Delaney; 904-536-4612 40 Hours per week
- Provided advice and support to managers and employees on Employee and Labor Relations issues at the four training facilities, physically located at Glynco, GA and remotely to the three training facilities located in Charleston, SC, Cheltenham, MD and Artesia, NM
- Represented management in negotiating with union officials to ensure the management’s rights were protected while building a consensus of trust between parties to promote the efficient execution of the agency mission
- Served as Program Manager of Performance Management, writing policy and updating agency regulations in accordance with Public Law and OPM regulations
- Oversaw the building and integration of new automated Performance Management systems with IT Contractors which allowed direct uploading of completed performance documents to eOPF
- Advised managers about appropriate disciplinary or other corrective techniques that are responsive to a range of conduct and performance problems
- Developed, planned, scheduled, and conducted training for managers and employees
- Advised managers and employees directly on agency civilian human resources programs and policies
- Maintained and encouraged objectivity in situations which could be amplified with emotions and involve assumptions
- Used technology to conduct training for supervisors and employees located at training facilities throughout the country
- Resolved disputed facts, including those which require credibility determinations
- Interpreted facts and events and identified aggravating or mitigating factors relevant to a case
- Conducted extensive probing and analysis to identify obscure and underlying causes of misconduct or poor performance
- Ensures advice was consistent with applicable (regulatory, statutory, and negotiated) procedures, case law and court decisions
- Advised both the union and management on contract administration issues, interpreting contract language, providing advice and assistance on impact on negotiated labor agreements on day-to-day operations and assisting in accomplishing required process and procedures
- Participated in negotiation proceedings for all activities covered by CBA and exercised responsibility for formulating and presenting various bargaining issues and demands
- Resolved disputes arising out of the bargaining process, and acting as local interpreter of law, regulation, Executive Orders and decisions of appropriate labor authorities
- Assisted management in the development of training plans for employees and developmental positions
- Advised senior management on HR policies and administration; and provided substantial input to the strategic planning of human capital resources
- Provided management technical advice on matters under investigation, then developed courses of action for potential disciplinary and adverse action
- Represented the agency in meetings with higher echelon staff and other DHS agencies to provide advice, recommendations and input on matters that affected HRM
- Served as HR/ELR SME as part of a Reasonable Accommodation Team to provide technical oversight and support to management
- Meet with responsible management prior to completion of accommodation program to review results and assist in briefing management on potential resolutions
- Served as technical authority for the agency in human resources development (HRD), providing advisory and consultative services to all levels of management
- Developed programs, plans, policies and guidelines for the agency, identifying skills gaps and developing plans to align staff competencies with the agency’s strategic goals
- Assisted in preparation for bargaining a Collective Bargaining Agreement with new exclusive representative
- Served as acting Branch Chief through significant organization changes when incumbent (GS-14) was out on extended medical absence for five (5) months from August to December of 2016
- Prepared and conducted training on Performance Management during quarterly managers roundtable and New Supervisors Training
- Developed and then conducted audits of HR systems and programs
- Communicated both in writing and orally directly with agency senior leadership which included those in the Senior Executive Service
- Developed ad-hoc training to ensure customers and staff have all relevant information to increase efficiency of work product
- Conducted studies of business processes which are relevant to managements function within the agency
- Established goals to increase the effectiveness of the staff in responding to the needs of the customers
- Oversaw improvement of complex processes which increased management’s ability to respond to employee needs while ensuring mission accomplishment.
Supervisory Senior Paralegal/Law Office Manager, President
U.S. Army, SCI
Fort Bragg, Savannah, NC, GA
06.2008 - 11.2012
- Top Secret Clearance/TS-
- Managed a large law office composed of two (2) attorneys and six (6) paralegals supporting the largest logistical units within the Army at the time consisting of over 4,000 soldiers
- Mission was to provide logistical support to over 70,000 personnel throughout all of Afghanistan, while additional 30,000 personnel surged into the country in accordance with orders of the President to bringing the total number of military personnel to over 100,000 in early 2010
- Directed, planned, and managed administrative support programs which included the full spectrum of administrative services such as budget, administration personnel, space management, purchasing, information technology management, internal office controls, mail records, acquisitions, communication services and supplies
- Analyzed data which was used to prepare budget and other financial reports to support the organization’s overall budget planning process
- Monitored and adjusted programs related to mobilization and rotation of reserve and national guard personnel of over 2,000 personnel assigned and attached to the Brigade during yearlong deployment in support of overseas contingency operations
- Coordinated with multiple mobilization sights which ensured personnel were appropriately reassigned to active-duty brigade for the purpose of administrative and legal actions
- Provided coordination with multiple state National Guard Headquarters ensuring proper demobilization of personnel returning early from deployment
- Updated unit policies and regulations in accordance with DOD guidance to ensuring training was accurate in preparation of deployment
- Directed and independently planned work accomplished by subordinates; set and adjusted short-term and long-term priorities as needed; assigned and evaluated work performance of personnel
- Allocated necessary resources to ensure staff could efficiently accomplish assigned tasks
- Assisted a senior attorney in the management of junior trial attorney (to include providing feedback to assist in the development of their performance in and out of trial)
- Presented training on basic legal concepts and procedures to large and small groups of non-legal employees
- Reviewed nominations for long-term training requests
- Provided advice, counsel, and instructions to personnel to assist in their development in future leadership roles
- Developed, planned, scheduled, and conducted training as necessary
- Conducted studies to determine training requirements and developmental needs of personnel
- Maintained accountability of equipment of a value more than $100,000 both at forward operating command in Afghanistan and rear detachment at home station of Fort Bragg, NC
- Designed and maintained a tracking and filing systems for use in multiple branch offices located in remote bases of operations throughout Afghanistan during 12-month deployment
- Coordinated services with military, federal and local law enforcement agencies during pre-trial and post-trial confinement of soldiers to ensure timely notification was provided to Victims and Witnesses
- Developed performance standards and conducted monthly performance counseling, wrote annual performance evaluations, recommended personnel for awards when warranted as well as disciplinary actions if needed
- Developed and conducted an analysis of monthly reports to provide data to Commanders regarding the types of criminal offenses committed most often
- Responsible for the requisition, assignment, and training of eight (8) personnel; used manning documents to determine proper allocation of personnel
- Conducted analysis of force structure to ensure unit manning documents were aligned with organization’s future goals; prepared requests for changes to manning documents when required
- Reviewed all legal documents such as Article 15’s, administrative separations, and courts-martial to ensure each was complete while ensuring evidence supported each action
- Advised supervisors and leadership on conducting career counseling, performance management and proper way to counsel and document discipline issues
- Presented training on advanced concepts and procedures to groups of paralegals and lawyers.
Lead Employee & Labor Relations Specialist, Supervisor
Internal Revenue Service
- 10.2005
- GS-0201-13, Step 7
- Department of the Treasury, : Terry Stanley: Terry.Stanley@irs.gov 40 Hours per week
- Provided Labor Relations support to managers who are supported by the Labor/Employee Relations and Negotiations -Area C, located in Dallas, TX by giving sound and supported advice on best ways to resolve a full range of operational problems which can range from reoccurring, complex and sometimes unprecedented within the Employee and Labor Relations arena
- Coordinated direct assistance and mentorship to developmental labor and employee relations specialists to ensure their skills in providing sound advice and support to management are current and accurate
- During initial pay periods completed required training while becoming acclimated to a new organization
- Served as an authoritative resource in the field to top-level management for all phases of employee and labor relations programs.
Senior Labor Relations Specialist
- 14, Step 4
Supervisor
Allan Feldman
- Allen.E.Feldman@irs.gov 40 Hours per week
- Serve as the Customer Advocate for the agency Labor Relations Strategy & Negotiations by fielding inquiries from the National Treasury Employees Union (NTEU) national office
- Collect necessary information across the agency as required to develop a proper response while ensuring the response provided protects managements rights while fulfilling agency obligations under the Statute
- Serve as agency representative in negotiations and/or discussions with national representatives of NTEU for issues having significant service-wide impact
- Serve as primary resource to senior executives and managers on matters of current interest and provides expert and authoritative technical advice on a wide variety of highly complex and potentially sensitive labor relations problems and issues
- Serve as an expert on labor relations with specialized knowledge of federal sector labor relations laws, precedents, regulations, and practices
- Responsible for identifying and implementing program evaluation measures and the analysis of the data to measure and assess programs performance
- Serve as a team leader and advisor to senior staff members
- Use expert interpersonal techniques to establish and maintain effective working relations with nation representatives of NTEU and with agency managers and supervisors while ensuring full consideration of bilateral nature of labor relations to obtain the cooperation of others and to resolve issues which may often be controversial and sensitive in nature
- Maintains contact with high level officials of the Service, National NTEU officials and representatives, Treasury, OPM, Chief Counsel, and other Federal Labor Sector authorities
- This is in preparation for potential face-to-face negotiations which may require quick analysis of complex proposals within the context of management interests to prepare and present counter proposals which may have short term and long-term impact., : Jennifer Arguello: Jennifer.Arguello@usda.gov (current agency) 40 Hours per week
- Served as Program Manager of the Departments Performance Management and Award Recognition covering over 77,000 employees which was made up of eleven (11) Bureaus and five (5) Offices within the Headquarters of the Department
- Provided technical advice on policy and compliance for Department-wide standards, guidance and procedures for performance management, employee recognition program and other areas of Labor and Employee Relations
- Conducted evaluations/audits of Performance and Awards programs of Bureaus and Offices to ensure compliance with polices and regulations while providing ways to improve the development of written award justifications and performance appraisals
- Provided advice to Bureau/Office Performance and Awards coordinators to ensure accurate and equitable support to management and employees across the Department
- Worked closely with HRIS to improve the delivery of PM guidance while incorporating functions of IT PM system in relation to policy
- Used technology and automation to provide improvements to processes within the functional area of PM and Awards
- Served as technical advisor for policies and procedures; initiate and implement changes as required after advising senior management officials with information by presenting an analysis with recommendations for the needed changes
- Used vast personnel experience in the development of programs in human capital development which assisted management improving employee performance while bringing diverse teams together towards a common goal of mission success and planning for future changes
- Conducted studies of business processes which are relevant to management’s function within the agency
- Worked across multifunctional areas within the Office of Human Capital to share information from the vast experiences of all personnel within the office to improve across the Department down through the Bureaus and Offices., : Michelle Sandoval; michelle.sandoval2@usda.gov; 505-235-4534
- Provided Employee and Labor Relations support to managers and employees across eight (8) regional offices and the Headquarters by exercising an expert level of knowledge and skill in applying the full range of HR methods, principles, practices to advise on and/or resolve the full range of operational problems which range from recurring through complex and unprecedented within the Employee and Labor Relations arena while providing operational guidance and advice to senior executives and management officials
- Served as Program Manager and Technical Advisor of PM and Awards programs while overseeing two PM systems, a 5-Tier, and a 2 Tier (Pass/Fail) through FY22
- Ensured the smooth transition of 1000 BU employees to the 2-Tier PM system by providing training on policy changes and use of agency web-based Enterprise Performance Management Application
- Conducted assessments of agency programs to analyze information gathered to improve overall effectiveness as cost savings measure with results shared with internal and external stakeholders
- Drafted Charter for the first ever Labor Management Joint Awards Committees which will be used by Regional Committees, made up of three management and three union representatives each
- The draft serves as a guide for the committees meeting in March and July
- Drafted a variety of documents for supervisors and managers, including letters of counseling, reprimands, proposed suspensions, removals, or demotions
- Assist officials through the process of determining appropriate steps when making a final decision on disciplinary and adverse actions all to ensure the due process of an employee is protected
- Leveraged vast technical competence and experience in workforce planning of programs in human capital development which assisted management improving employee performance, brought diverse teams together towards a common goal of mission success while planning for future growth of agency
- Represented management in negotiating with union officials to ensure the management’s rights were protected while building a consensus of trust between parties to promote the efficient execution of the agency mission
- Conducted management inquiries to determine the facts and if there were violations of law, regulations and/or standards, then prepared written reports to serve as a basis for managements consideration
- Provided oversight and guidance throughout the process of internal investigations into employee misconduct
- Served as SME during labor negotiations bargaining over implementation of new PM and Awards programs
- Communicated directly with agency senior leadership in the Executive Service both in writing and oral presentations
- Developed and updated current agency Regulations, Policies and Standard Operating Procedures to ensure compliance with laws, regulations, and Executive Orders
- Provided advice and counsel to senior levels of management on overall goals, policies, procedures, and objectives related to the administration of Employee Relations programs which include violations of the Federal DEIA initiatives, EEO and other policy compliance related to ADA through RA program
- Served as a Reasonable Accommodation Coordinator to guide employees through the interactive process while providing management information to make decisions on whether to approve or disapprove an employee’s request for Reasonable Accommodation
- Managed administration of files in an electronic filing system for Labor and Employee Relations related actions
- Continuously developed training to ensure customers and staff have the necessary information to increase mission efficiency
- Established goals to increase the effectiveness of staff in response to needs of the customers.
Human Resources Specialist
- Labor & Employee Relations GS-0201-13, Step 3
Supervisory Human Resources Specialist
- Labor & Employee Relations GS, 0201-13, Step 1
Education
Master of Arts - Human Resources Management
Webster University
St Louis, MO12.2014
Bachelor of Science - Legal/Paralegal Studies, Psychology
University of Great Falls
Great Falls, MT12.2012
Bachelor of Arts - Criminal Justice
St. Martin’s University
Lacey, WA05.2002
Skills
- Customer Service Improvement
- Technical Writing
- Info Systems Administrator
- Privacy Act/FOIA
- Property Management
- Project Management
- Risk Management
- Contract Officer Representative
- Reports of Investigation
- Microsoft Office 365
- HRIS Systems
- Administrative Investigations
- Legal Research
- Interpret Laws and Regulations
- Team Building
Volunteer Experience
Board President, Shalom School for two Synagogues, Savannah, GA, 06/01/21, 06/30/23, 10, Oversaw development and negotiation of a new contract for the school’s Director., Developed the first Position Description and Performance Plan., Assisted the director with communication with parents.
Training
- Collective Bargaining, Federal Labor Relations Authority, 09/01/22
- Basic Personnel Misconduct Investigation, U.S. Department of Agriculture, 08/01/22
- Advanced Labor Employee Relations, Federal HR Services, Inc, Norfolk, VA, 03/01/21
- Intermediate Management Employee Relations, Civilian Human Resources Agency, 12/01/20
- Basic Classification, Civilian Human Resources Agency, 09/01/20
- Crucial Conversations & Civil Treatment, Civilian Human Resources Agency, 08/01/20
- Basic Mediation, Department of the Army, Office of General Counsel, 07/01/19
- Basic Management Employee Relations, Civilian Human Resources Agency, 07/01/19
- Basic Labor Relations, Civilian Human Resources Agency, 03/01/19
- Basic Statutory Training, Federal Labor Relations Authority, 07/01/18
- Worker’s Compensation Case Management Training, Department of Labor, 04/01/17
- Advanced Noncommissioned Officer Course, U.S. Army, 12/01/08
- Basic Noncommissioned Officer Course, U.S. Army, Noncommissioned Officers Academy, Fort Jackson, SC, 12/01/99
Awards
- Individual Cash Award, 09/10/23
- Individual Cash Award, 03/26/23
- Individual Time Off Award, 03/26/23
- Individual Cash Award, 12/04/22
- Individual Cash Award, 08/28/22
- Individual Cash Award, 05/10/22
- Individual Cash Award (Performance), 02/11/21
- Individual Cash Award (Performance), 06/02/20
- Individual Cash Award (Performance), 06/03/19
Timeline
Treasury
Internal Revenue Service
06.2024 - Current
Program Manager
Department of Interior
12.2023 - 07.2024
Human Resource Specialist
06.2021 - 06.2023
Supervisor
Dept of Navy, US Marine Corps
02.2021 - 07.2021
Supervisor
US Army Civilian Human Resource Agency, CHRA
09.2018 - 02.2021
Supervisor
Federal Law Enforcement, FLETC
05.2016 - 09.2018
Supervisory Senior Paralegal/Law Office Manager, President
U.S. Army, SCI
06.2008 - 11.2012
Program Manager
Food
12.2002 - 08.2021
Lead Employee & Labor Relations Specialist, Supervisor
Internal Revenue Service
- 10.2005
Senior Labor Relations Specialist
Supervisor
Allan Feldman
Human Resources Specialist
Supervisory Human Resources Specialist
Master of Arts - Human Resources Management
Webster University
Bachelor of Science - Legal/Paralegal Studies, Psychology
University of Great Falls
Bachelor of Arts - Criminal Justice
St. Martin’s University
Similar Profiles
Gabriel BrumageGabriel Brumage
Physical Security Specialist at Internal Revenue ServicePhysical Security Specialist at Internal Revenue Service
LaChandra DanielsLaChandra Daniels
Contact Rep Collection SBSE Grade:6 Series 0962 at Internal Revenue Service, IRSContact Rep Collection SBSE Grade:6 Series 0962 at Internal Revenue Service, IRS
Thamar HayesThamar Hayes
ADMINISTRATIVE ASSISTANT at Internal Revenue ServiceADMINISTRATIVE ASSISTANT at Internal Revenue Service