James Gilliland

• Organizational Leadership: Direct advisor to Senior Leaders on all HR functions to include workforce planning, performance planning, standards, staff orientation, evaluation, and staff development. Developed/interpreted employee training, leadership development, succession planning, and regulatory compliance to increase organizational performance.
• Employee Relations: Oversaw, handled, and managed employee relation issues. Assessed and resolved employee relations matters and identified employee trends; developed and administered organizational policies.
• Communication: Interacted and consulted daily with internal and external personnel on matters requiring coordination between organizations. Developed and briefed organizational strategies and policies to employees. Reviewed issues recommended and implemented solutions.
• Training and Development: Trained managers and supervisors; developed solutions to complex problems. Coordinated personal development classes for over 400 staff members. Counseled employees on matters concerning development. Conducted orientation sessions and organized on-the-job training for new hires.

Leadership: Senior Advisor to Senior Executives. Managed Fabrication Department Operations, advocated for 170 employees across four career areas.

• Organizational Performance: Drove organizational performance and achievement through focused reviews and structured coaching. Evaluated and implemented effective training programs reducing re- work errors 60% reducing incidents by 90%.
• Workforce Expansion: Partnered with managers; led cross utilization training plan to increase employee proficiency and decrease personnel shortages in key areas. Increased employee efficiency 40%, cleared two-year backlog. Created workplace culture that awarded innovation and creativity. Received Pacific Air Forces "team Innovation Award".
• Program Management: Created employee recognition program, developed measured milestones to gain recognition, employee satisfaction increased 80%. Oversaw transition from contract maintenance, and onboarding of 400 aviation mechanics.

• Leadership: Led 6 junior recruiters to fill 120 full time positions, while also increasing production by 30%. Revamped job sales and completely eliminated attrition.
• Applicant Tracking: Utilized applicant tracking system to match applicants to needed positions, used key crosstalk to improve processes and provide a better applicant experience. Data provided from ATS allowed for targeting recruiting and increased ability to fill key vacancies 15%.
• Program Management: Analyzed data to seek and find linguist candidates. 6 person team overproduced linguist candidates by 40%, with a 100% hire rate.