KENNETH SMITH

• Set pay for new hires and internal employees, including GS, AD, and Expert employees, adhering to federal pay setting regulations, laws, policies, and special salary rates (e.g., Special Rate Table 999B and 001M).

Lead the development and facilitation of monthly presentations to customers providing status updates on their staffing, classification, and recruitment actions.

• Serve as Subject Matter Expert (SME) on Human Resources Information Systems to include the Federal Personnel Payroll System (FPPS), Workforce Transformation Tracking System (WTTS), eOPF, USA Staffing, etc. providing guidance, training, and technical support to supervisors, colleagues, and contractors.
• Independently identify, research, and solve complex system and personnel action issues.
• Lead contracting staff by providing day-to-day work tasking, conducting quality control of work products, providing performance feedback, and monitoring adherence to performance metrics outlined in the Statement of Work (SOW).
• Provide training to Human Resources Assistant and Specialist contractors on staffing and recruitment processes, procedures, policies, laws, and regulations.
• Research, interpret, implement, and ensure compliance to agency-level policy (e.g., Bargaining Agreement, NSF Personnel Manual) and federal government-level policy and regulations (e.g., Title 5 Code of Federal Regulations, Delegated Examining Operations Handbook, OPM Veteran’s Guide).
• Recruit candidates for NSF employment and talent pipelines at a variety of career fairs and events, including the Federal Asian Pacific American Council Job Fair, the Department of Disabilities Career Day, Hire Our Heroes, etc.
• Personally developed operations best practices and created a detailed 85-page Standard Operating Procedure documenting the roles, responsibilities, and processes for each step in the onboarding process to ensure efficiency and consistency in work products and service delivery across federal and contract staff in both SCB and the Executive Service Branch (ESB).
• Streamlined bi-weekly customer updates to increase effectiveness of communications.
• Received Special Act Award from Division of Human Resource Management leadership for my oversight of the HR support contract transition by utilizing my experience and subject matter expertise.

• Spearhead end-to-end recruiting, interviewing, and screening of candidates to meet program demands and the Department of the Navy enrollment requirements
• Share critical information on the organization, policies, benefits, and available opportunities with candidates
• Deliver recruiting expertise around the use of social networks, tools, and resources for exceptional results
• Implemented and managed a robust recruiting plan which resulted in an 245% increase in enrolment and 100% Retention rate
• Advised stakeholders on recruitment, retention, training efficiency and effectiveness
• Performed all recruiting evolutions for organization to include sourcing, interviewing, accessing, hiring, and onboarding
• Served as the subject matter expert to educators, administrators, parents, and community leaders
• Fostered and retained strong relationships in anticipation of top priorities, actively engaged in qualifying candidates on an ongoing basis
• Developed and instructed cross-curriculum instruction in theoretical and applied aspects of leadership, citizenship, training, and evaluation
• Leveraged the Applicant Tracking System (Salesforce) to track and report recruiting activities, while ensuring data integrity for metrics/reporting

• Served as the Regional Manager of 5 Naval Recruitment Offices
• Lead, train, and mentor a team consisting of 28 personnel and over 230 applicant awaiting entry into the United States Navy
• Implemented new tools and procedures to increase efficiency of management, production, and processing capabilities
• Evaluated key performance indicators (KPIs) and qualitative data, performed trend analysis, recognized deficiencies in policy, procedure, training, and introduced corrective measures
• Created and installed a strategic recruiting plan that included marketing, candidate sourcing, interviewing, selection, on-boarding, and compliance-provided full-spectrum talent acquisition and development
• Cultivated and maintained strong relationships with stakeholders
• Demonstrated ability to manage high volume recruiting process while assuring quality control
• Guided and trained Recruiting Division to attain exceptional KPI through mentorship and training, resulting in over 3 recruiters obtaining National Recruiter of the Year awards
• Oversaw department's spending, budgeting, and financial resources, with zero financial losses
• Served as a crucial architect in the implementation of the newly launched Navy Talent Acquisition Group model of Navy recruiting, which restructured personnel acquisitions into true cross functional strategic partners
• Actualized HR vision while forging sustainable HR infrastructure, systems, processes, and practices
• Trained and developed 22 Acquisition Specialists and 702 future military personnel awaiting entry into military service, while monitoring Key Performance Indicators (KPIs) of personnel
• Supported internal and external candidates throughout interviewing and hiring process, assisted with onboarding and all HR documentation-strong file/records management
• Developed strategies and processes that utilized both traditional and modern/current/innovative sources to cover all possible talent pools which led to strong quality recruitment and retainment
• Maintained relationships with regional high schools, colleges, and influencers in the business community
• Successfully managed and reduced attrition by 16% monthly
• Identified talent management priorities and collaborated with human resource personnel while consistently achieving goals
• Strategize ways to build talent pipelines and execute on tactical research, referral generation, events, and sourcing campaigns
• Facilitate interview and hiring decision-making process with hiring managers
• Recommend and direct improvements that impact the recruiting environment of the company
• Documented performance, conducted training, counseling, and submitted evaluations on assigned personnel

• Served as a recruiter for a cross functional full cycle recruiting team
• Followed up with an average of 250 leads/day as well as interviewed 8-10 candidates daily
• Held full accountability for the entire hiring process from interviewing, onboarding, and sending out assessments and offer letters
• Performed and executed Human Resources functions which included sourcing, interviewing, accessing, hiring, onboarding, disciplinary actions, and terminations
• Planned and executed recruitment events to increase leads and production
• Trained and mentored new recruiters in every stage of the recruiting process
• Identified qualified candidates by utilizing various platforms such as Monster, indeed, and CareerBuilder