GINGER SIKES, M.A, SHRM-CP

• Designed, planned, and executed Government-wide human capital evaluations using advanced qualitative and quantitative methods, ensuring findings were evidence-based and aligned with OPM evaluation standards.
• Led cross-functional teams of HR Specialists in conducting evaluations and oversight activities, coordinating workflow, establishing milestones, and ensuring adherence to project objectives.
• Analyzed multiple personnel and performance data sources (e.g., EHRI, HCOP, HRStat, competency gap analyses) to identify systemic issues, measure HR program effectiveness, and develop sound evaluation plans.
• Authored comprehensive evaluation reports presenting factual, data-driven assessments of agency human capital programs; tailored reports for senior audiences including CHCOs, Deputy CHCOs, HR Directors, and program officials.
• Delivered clear and concise oral briefings to senior leadership, translating complex technical findings into actionable recommendations that improved human capital operations.
• Provided expert advisory support to agency HR officials on evaluation system requirements, corrective action planning, and alignment of human capital programs with federal merit system principles.
• Monitored agencies’ progress on human capital goals, offering ongoing oversight, technical guidance, and recommendations to strengthen their Evaluation Systems and improve Maturity Model scoring.
• Instructed training courses as a subject matter expert on evaluation systems, competitive examining, and human capital management; mentored new evaluators using OPM tools such as the Evaluator Handbook and Evaluation System Assessment Standards.
• Represented OPM in interagency workgroups and human capital initiatives, contributing expertise to advance federal human capital modernization efforts.
• Enhanced agency partnerships through effective human capital planning, classification, talent acquisition, and development solutions.
• Coordinated implementation activities and user training to ensure seamless transitions.
• Crafted strategic communications and user materials to support program objectives

• Utilized Human Resources principles, practices, and regulations to perform detailed analyses and draw conclusions on complex legal issues.
• Advised managers about all performance-related matters, including compliance with union contract rules on appraisals;
• Provided reports on the effectiveness of the HR goals of both the agency and government wide.
• In collaboration with the supervisor and team members, analyzed recruiting trends to evaluate activities across the government and to pinpoint prospective subjects for in-depth research.
• Analyzed survey results to determine areas of improvement and created guidance materials to streamline processes and create training materials for managers.

USA Staffing: Advance knowledge of the USA Staffing platform for onboarding tracking, suitability reviews, hiring manager assistance, and job announcements.

• Used initiative in developing new approaches to resolve difficult, complex, and contentious problems.
• Researched and explained laws and legal affairs concerning employment to managers, supervisors, and employees.
• Developed training as needed.
• Recruitment/Staffing/Classification Provided staffing advice including career and career conditional competitive service appointments, temporary appointments, term appointments, excepted service appointments and special appointment authorities (Veteran Recruitment Act, Schedule A, Reinstatement, Direct Hire Authority, etc.).
• Coded and processed personnel actions.
• Participated in the classification of OPM positions, using the OPM classification standards, including position management.
• Analyzed complex job analysis through use of OPM classification standards, regulation, and precedence cases.
• Advised management on complex recruitment actions of hard to fill positions
• Reviewed team submissions for job analyses, promotion and placement products, and promotion and referral certificates to ensure all requirements have been accurately considered.
• Provided in-processing brief/support for 80+ new employees assigned to the base and tenant activities
• Assisted in providing continuing technical advice and assistance to personnel and management for assigned organizations in resolution of Federal Civilian staffing issues.

• Maintained applicant tracking system (ATS)
• Gathered data and prepare HR reporting scorecards and dashboards to analyze key HR metrics using databases and MS Excel
• Trained and guided users in the utilization of various applications and reporting tools
• Researched, troubleshoot, and assisted with resolving HR data related concerns
• Served as a liaison between HR and IT staff on projects
• Used surveys, interviews, and other studies to conduct research regarding human resources policies, compensation, other employment issues and made recommendations on changes.
• Championed successful company-wide employee communications initiative.

Key Contribution

• Improved paperwork processing time by 50% by streamlining submission processes

Transformed HR into a true strategic business partner in the aftermath of an end-to-end HR restructuring. Oversaw a staff of 5. Worked in partnership with VP of HR to create, implement, and improve HR strategies, services, and programs to support the workforce during a downward trend and large-scale turnaround effort. Recruitment, staffing, training, compensation, benefits, employee relations—for a $100M division with 420 employees.

• HRIS Technology; Drove transition from outdated HR systems into a fully integrated HRIS platform. Improved analysis, reporting, and planning capabilities while streamlining daily HR functions.
• Initiates successful workforce planning, job realignment, employee involvement, and team-building projects.
• Realigned compensation programs to solve internal payroll issues.
• Prepared and presented reports related to employee and labor relations.
• Key Contributions:
• Rolled out the company’s first HR platform of internal coaching services resulting in 36 promotions of internal candidates; double the previous years’ internal promotions.

• Manages staffing, onboarding, and customer service for over 2,600 team members in a government contracted environment across 5 locations. Utilizes market analysis, job mapping, and job measuring systems to assist leadership in long term company strategy and vision for the organization.
• Collaborated with clients to streamline the implementation and integration processes of HRIS systems, enhancing service delivery and operational efficiency.
• Managed comprehensive project plans and change management initiatives to enhance customer agency integration and utilization of HRS systems.
• Key Contributions:
• Developed and successfully implemented an innovative training/mentorship program; which resulted in reduced turnover by 25%.
• Exceeded all recruitment and staffing goals and maintained a 80% retention rate.

• Applied HR expertise to a fast-paced, demanding State Agency environment. Facilitated support and managed up to 800 team members. Spearheaded HR initiatives and deliverables for Texas State Contract. Oversaw training development and implementation; included oversight of Operations Leadership Team and employment law. Provides comprehensive HR guidance to departments and operations; included best practice, reports, analysis, and project management.