Debra B. Williams

Served as technical expert providing advice and assistance, training, mentorship and coaching to managers and supervisors in all areas of Employee Relations, including disciplinary and adverse actions, performance issues, leave, absence and hours of work, and reasonable accommodation. Administered disciplinary and adverse actions ranging from counseling to removal from Federal Service. Conducted formal and informal investigations; prepared correspondence in variety of formats; researched case law, personnel data, and historical precedent using automated tools, search engines and databases; established case files and completed reporting requirements.

Promoted and successfully served as interim supervisor and Branch Chief.

Served as technical advisor and consultant to a business start up. Developed HR policies and established HR norms for the managers and staff. Developed tools, forms, and trained in hiring practices, performance measurement, and soft skills including providing feedback and development of counseling skills. Developed Employee Handbook.

Served as project manager for the Agency’s pay-for-performance program. (NSPS) Served as technical advisor to the Agency leadership on all matters pertaining to the program. Established and managed and briefed all milestones and execution deadlines.

Met regularly with Agency leadership to discuss major program decisions including pay pool training, distribution, selection and appointment of pay pool leadership and other key positions.

Managed and administered pay pool execution

As technical expert, advised Pay pool managers at all levels of the Agency, and served as the principal advisor to senior leaders. Developed all Agency correspondence for the Director. Established standards of performance for Agency-wide implementation;

Investigated and wrote decisions for all performance complaints. Completed internal and external Agency reporting requirements for internal and external review. Developed guidance and policy in Employee and Labor Relations. Developed and delivered training on performance management, evaluations for all agency supervisors

Served as Division Chief, Labor and Employee Relations. Supervised 8-10 employees.

Served as Primary liaison with the union; negotiated conditions of employment on behalf of the Agency and entered formal agreements; found workable solutions to grievances and complaints without having to involve outside third parties, effectively changing the climate of the organization to a positive one

Served as confidential advisor and technical expert to Agency leadership on numerous sensitive issues; resolved issues and crafted solutions that were best for the organization. Developed cost effective settlement agreements.

Advised and mentored senior managers on policy and procedures; developed cases and wrote disciplinary action cases and correspondence.

Served as the chief benefits administrator

Advised employees about health and life insurance, retirement, disability and workers compensation

Supervised the Agency’s benefits counselor

Conducted the full range of counseling in employee relations including, time and attendance, and leave entitlements, performance management and appraisal, grievances, appeals and awards

Developed and implemented new and revised policy and agency regulations and procedures.

Administered the Agency’s drug testing policy

Made suitability recommendations.

Established formal training programs to develop and train new staff members

Developed and conducted formal training for managers in all areas of employee and labor relations including performance management for each Directorate within the Agency with feedback on prior year data and establishment of Agency-wide goals

Used PeopleSoft HRIS to process personnel actions

Received retention incentive pay and exceptional performance reviews.

Served as Chief, Management Employee Relations for the Department of the Army. Developed agency-wide guidance for the 250,000 employees that work as civilians for the Department. Interpreted applicable Department of Defense policy and other federal regulations for impact on Army policy

Developed and carried out long-term strategy for the program

Integrated new programs, interventions, and business processes that resulted from new automation and streamlined processes.

Represented the Army at meetings and conferences

Supervised three staff members

Planned work, set priorities and schedules

Conducted formal evaluations of civilian human resources operations at Army installations nationwide; provided feedback on program execution;

Determined program effectiveness, and regulatory compliance.

Used Oracle based off-the-shelf modified HRIS to process personnel actions

Served as Human Resources Director

Provided the full range of life cycle HR services to a diverse and complex range of customers, including activities in geographically remote locations. Served as trusted and confidential advisor to the Installation Commander and staff. Advised on recruitment, position classification, benefits and entitlements, training and management-employee relations.

Was assigned and completed two special projects for all of Europe: personnel security and command diversity

Managed office operations, flow, and work accomplishment. Supervised a staff of 15, including two subordinate supervisors; developed and executed budget for supplies, training, overtime, and approved government card purchases

• Assigned work; approved leave; establish performance objectives and rate performance; recognize achievements and good performance; interviewed and selected employees

Reviewed overall work operation and productivity reports and made improvements as needed to ensure timely throughputs and outputs.

Used automated tools to manage workload; perform supervisory functions and to train customers on usage

Developed and interpreted Agency guidance; developed policy in all functional personnel areas;

Answered grievances, congressional inquiries and other formal inquiries.

Used Oracle based off-the-shelf modified HRIS to process personnel actions.

Served as senior advisor and technical expert to the Army Surgeon General. Provided guidance, advice and assistance to senior military and civilian leaders for and about the 26,000 employees who worked in military hospitals worldwide.

Recommended approaches and solutions to personnel issues with analysis and fact-finding

Drafted new legislation that changed the compensation structure of the Army’s medical professionals, to make us competitive with the private sector. Provided advisory and courtesy position classification opinions to the Command and elements

Monitored personnel workflow data and conducted staff visits throughout the Command at hospitals around the world to resolve complex issues, review execution and provide recommendations.

Developed information papers, briefings, and correspondence to explain new guidance, propose new ideas, provide status, and keep the senior leadership informed, and personally briefed the Commanding General on all decisions that had wide Army impact.

Supervised a staff of 6-8 specialists who had purview for specific areas of HR expertise

Developed and provided command-wide regulatory guidance for employees engaged in direct medical services in healthcare facilities located throughout the world. Conducted final review of all recruitment packages for all new hires

Served as technical advisor to performance review board for the Agency's senior executives.

Used Oracle based off-the-shelf modified HRIS to process personnel actions.

Hand-selected to serve on Amy’s team that transformed business processes of Human Resources throughout Department of Defense due to change in legislation and appropriations. Designed new systems, policy, procedures for phased implementation at every Army installation. Researched and developed best practices to update manual functions to an automated backbone and assisted with implementation. Primary developer of all communications used to brief Senior Army leadership on timelines, status, changes, and completion of this major change effort to include bulletin articles; chain briefs, information papers, videos, and training materials

Served as functional expert and was consulted on all changes affecting labor and employee relations issues and decisions. Represented Army in meetings, conferences and training with counterparts at Department of Defense and other military departments in transformation.

Served as platform instructor, and SME, providing formal training in Employee and Labor Relations for the Department of the Army. Planned and conducted formal training in Labor and Employee Relations and taught Army professionals who worked in Human Resources. Continually developed, modified and updated course materials and training aids based on new trends, course feedback or changes in laws, guidance. Selected course participants from worldwide locations, planned and arranged logistical requirements, hosted renowned guest speakers.

Developed the Army's Dispute Resolution and mediation training programs that was recognized throughout the Federal Government as the premier training in dispute resolution. Taught interest-based negotiations courses to union/management teams.