CORNELIA ARMSTRONG

Dynamically performs in a professional position trusted to provide advice and guidance in a wide range of labor management and employee relations matters, including but not limited to employee discipline, workplace investigations, ADA, FMLA, and other HR programs

• Supervised three employees and teamed with staff members, prioritizing work, interpreting HR and department policies and procedures, and leading coaching and mentoring sessions.
• Managed ADA applications and program records while conducting follow-up meetings with employees to ensure accommodations were being met, solidifying employees' ability to complete their essential job functions.
• Resolved seven employee complaints through unbiased investigations and levied additional conflict management training to division managers ultimately creating a safe environment for work performance.
• Oversaw resignations, terminations, and offboarding procedures. Established timelines to ensure proper documents were submitted that achieved seamless transition of separating employees.
• Executed weekly audit on HRIS to secure the integrity of the employee time, job, and personal information.

Managed department’s administrative actions, including budget coordination, training, benefits, employee relations, and award programs. Established priorities based on company needs and led operations with planned work methods, directly influencing decision-making to optimize workforce performance.

• Consulted 25 executive leaders on employee relations and workforce utilization with direct management of employees and programs supporting $6B business operations
• Enriched employee relations as the quality compliant and resolution coordinator, providing zero reduction in productivity while maintaining standards for safe working environments.
• Transformed education and training programs that improved procedural tasks, tracking, and accountability, delivering benchmark practices and total regulatory compliance ratings from external audits.
• Formulated a successful training program. Restructured training materials and tracked skill development through established goals, ultimately reducing the training timeline for 26 employees.
• Oversaw multiple employee relations complaints and performed non-biased investigations that provided unyielding results to aid conflict resolution and interpersonal relationships.
• Enforced regulatory and company policy compliance to improve workplace and employee safety and readiness.

Partnered with senior leaders on strategic decisions and operational compliance for 275 military and federal employees by developing processes accommodating the learning and development of multi-functional professionals. Built trusted relationships that promoted positive employee relations through coaching and mentoring team leads, first-line supervisors, and program administrators on operational risk and workforce performance.

• Developed unit-wide team building interactive training for 386 attendees that enhanced conflict resolution and critical decision-making, effecting a positive increase in operational morale.
• Expertly managed personnel performance reviews for 175 personnel and advised executive leaders on employee career development, advanced training, and leadership opportunities within the department.
• Directed executive support staff (14 direct hires) and partnered with organizational process owners to ensure effective timelines were met, solidifying compliance across 17 operational programs
• Oversaw promotion and department-level award programs, inspiring the high performance of cross-functional teams and unprecedented productivity, yielding 60 annual enterprise awards
• Crafted benchmark practices eliminating 820 work hours annually.

Controlled operations management, training development, quality inspections, and annual audits to secure employee and organizational processes.

• Led special training courses such as yearly sexual harassment seminars.
• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
• Supervised operations staff and kept employees compliant with company policies and procedures.
• Developed systems and procedures to improve operational quality and team efficiency.
• Established positive and effective communication among unit staff and organization leadership, reducing miscommunications, and missed deadlines.