JENNIFER TUTTLE

• Interpret and explain human resources policies, procedures, laws, standards, and regulations with active

communication skills to ensure understanding

• Manage, process, administer, and provide advisory services on federal leave programs, workplace

flexibilities, and employee benefits programs (FEHB, FEGLI, Leave, Retirement, TSP) for current VA

employees

• Respond to benefit inquiries from supervisors and employees on benefits enrollments, leave options,

and various worklife programs

• Serves as the specialist on leave and benefits issues, including general information about retirement

benefits, resolution of health benefits issues, and advises on insurance coverage options

• Trains employees and supervisors regarding the latest information on all federal benefits; prepare

communications to inform large audience of current and future requirements and information relating

to federal benefits

• Assists supervisors in planning and carrying out Worklife projects to inform employees regarding a

range of available Worklife programs regarding child care, emergency back-up dependent care,

opportunities to participate in charitable community service activities, available federal employee

discount programs, employee assistance, health and wellness promotion, flexible work schedules,

workplace flexibility, paid time off, caring for dependents and elderly relatives, financial support,

recreation, stress and health management, and related programs

• Meets with employees to explain work-life programs; provides counseling for employees regarding the

benefits of any of the available work-life programs

• Plans and carries out efforts to initiate, streamline, or modify Worklife programs to optimize their

usefulness in meeting employee needs

• Provides advice and consultation on Federal leave programs, including Family and Medical Leave Act

(FMLA), Advanced Leave, Voluntary Leave Transfer Program (VLTP), Disabled Veterans Leave, Leave

Without Pay (LWOP), Weather and Safety Leave, Authorized Absence (AA), etc., to all employees within

the Network

• Processes leave requests for special leave programs as noted above, codes leave without pay for greater

than 30 days in HR Smart, and submits approved advanced leave packages to Payroll for processing

• Conduct and plans Open Season presentations and assists employees with enrollment questions while

demonstrating OPM’s FEHB Comparison Tool

• Prepares and presents new employee orientation benefits information to new employees each pay period

• Determines and/or verifies veterans' preference, claims for prior service, computes and/or determines

creditable service for SCD, leave, career tenure, probationary or trail period, retirement, reduction-in-

force, within-grade, follow-up actions, follow-up dates, and other processing actions

• Participated and collaborated with Workforce Management and Consulting (WMC) on a Retirement IPT

detail project to identify and correct retirement errors for several months

• Provides technical guidance to supervisors/managers to address issue regarding absences, conduct, and

performance

• Recognizes and applies changes to regulations/policies to adapt to changes on labor relations programs• Applies employee-relations rules and regulations and advises management on different ER/LR

programs and opportunities

• Research employee benefits legislation, case law changes or regulations to provide guidance to federal

agencies

• Translates complex employee benefits data into comprehensible language through oral and written

methodologies

• Develops training packages for benefits employees

• Actively participates in OPM GPPA Community of Interest

• Provide management with a wide range of flexible and innovative strategies in administering staffing and placement activities in the District.
• Determine recruitment strategies and creating job announcements.
• Provide advice and assistance on performance and management.
• Provide assistance in the administration of benefits programs.
• Administer guidance on pay and leave.
• Identify training and development needs of employees in the office.
• Provide position classification and position management recommendations.
• Advise on issues involving employee relations.
• Conduct analysis of Human Resources program operations.

• Coordinated and tracked assigned projects, which may include scheduling meetings, preparing agendas, recording minutes and following up on items
• Assisted with preparing presentations for various audiences, including physicians, nurses, Clinic Managers, and other staff
• Assisted with tracking and implementation of new work flow
• Monitored various reports and escalated issues as needed
• Assisted in researching current trends in healthcare
• Assisted in development and maintenance of department online resources
• Maintained confidentiality and professionalism with information or communication in leadership meetings or when assisting with assignments and projects

• Organized and developed inaugural WIN in Workforce Summit which had over 300 participants with 2 Keynote speakers and 9 breakout sessions
• Developed and coordinated WIN publication which was viewed in all 50 states within 2 months of development and had over 10,000 views monthly
• Gathered, summarized and highlighted key workforce data and observations during industry visits and conversations with community leaders
• Worked directly with area school districts to design and incorporate career-based training programs with schools and connecting those programs to area businesses
• Worked with existing business and industry human resource professionals and community leadership to provide shared resource outlet for talent and workforce development and best practice opportunities
• Monitored and collected "best practices" in workforce attraction and development for economic development organizations, educational institutions, local governments, and industry

• Conduct and coordinated the intake process and determine whether individuals have sufficient basis to file a charge of discrimination under Chapter 98 of the Code of Ordinances of Sioux Falls, SD
• Prepare and serve charges of discrimination by assigning charge numbers and serving notice of complaint filings; prepare, file, and maintain all records, documents, and other materials associated with charges
• Assist in maintaining and performing the work-sharing agreement with the U.S. Equal Employment Opportunity Commission by processing, tracking, and reporting completed employment discrimination charges
• Plan and coordinate outreach and public education events and presentations as assigned
• Prepare required business reports including, but not limited to, fair housing and other discrimination matters

• Developed, marketed and coordinated with Lawton-Ft Sill Chamber for annual leadership training for 300+ managers.
• Designed, marketed and hosted Wounded Warrior Event for Great Plains Technology Center.
• Coordinated, assessed, and developed education opportunities for on-campus and distance learning.
• Collaborated with speakers from National Speakers Bureau for different events.
• Represented Lawton at community and professional organizational meetings.
• Developed innovative programs and activities based on analysis of community needs and interests.
• Attended 5 community service project-related professional conferences and meetings each month.
• Planned and hosted on- and off-campus community service activities.
• Publicized community services to maintain positive public relations with community members.
• Coordinated scheduling, marketing, contract logistics and maintenance of supplies and equipment.
• Worked closely with organizations, individual businesses and government agencies to foster welcoming climate for business.
• Managed all aspect of financial operations.
• Team building expertise
• Hiring and motivation of staff.
• Daily operations supervision.
• Staff evaluations and training programs.
• Scheduling.
  

• Interpreted hiring laws such as Title 5, Title 38, and Hybrid positions
• Initiated background investigations as well as additional programs required for new employees
• Made job offers and drafted correspondence for offers
• Conducted new employee orientation, to include benefit overview
• Provided ongoing administrative Human Resources support actions
• Conducted employment verification's and investigations.
  

• Advised generals on relocation and transition strategies for 10,000+ troops.
  
• Managed and supervised 50+ human resources associates.
  
• •Evaluated skills and aptitude for 2000+ soldiers and matched to 15 categories of expertise.
  
• Trained 1,000 leaders on evaluation and skill determination strategies and policies.
  
• Assessed 30 civilian candidates and conducted interviews to fill single position.
  
• Administered and secured privacy of all benefits, compensation and pension.
  
• Appraised, revised, implemented and upheld staffing and safety policies

• Supervised and evaluated performance of 25 human resources staff
• Improved employee relations by initiating and executing awards program
• Doubled efficiency of 25 member staff by implementing performance tracking system
• Managed up to $2.5 million inventory of parts, equipment and supplies
• Delivered voting assistance to 90% of brigade casting absentee ballots
• Eliminated deficiency and restored integrity of postal distribution station

• Prepared 1,500 new soldiers for military duty by collecting and documenting data.
• Partnered in fulfilling all aspects of day-to-day human resources operations.
• Coordinated community relations and special events.