Reliable Manager demonstrating high level of ownership and initiative. Possessing exceptional work ethic and desire to go above and beyond to exceed company expectations. Offering knack for building productive working relationships. Successful in fast-paced, deadline-driven environments to manage goals and team development. History of thriving in team-oriented environments.
Hi, I’m
Lisa Craft-Woodard
Accokeek,MD
Summary
Overview
31
years of professional experience
1
Certification
Work History
DC WaterWashington, DC
Manager, Compensation
07.2023 - Current
Job overview
- Developed and maintained salary structures for various employee levels.
- Provided guidance on compensation policies and procedures to management team.
- Performed data analysis to identify trends in employee compensation packages.
- Consulted with senior leaders on executive compensation strategies.
- Reviewed requests for salary increases and promotions, making recommendations as needed.
- Negotiated contracts with external vendors providing Compensation services
- Monitored compliance with applicable laws pertaining to wage and hour regulations.
- Coordinated the annual merit increase program, ensuring equitable distribution of funds across departments.
- Created reports summarizing current pay practices, highlighting areas of improvement or cost savings opportunities.
- Assisted HR team in developing job offers that include competitive salary packages.
- Advised managers on issues such as overtime pay, vacation time accrual, sick leave policies.
- Maintained accurate records of all employee compensation activities in accordance with company policy.
- Collaborated with legal counsel regarding any potential disputes related to wages or benefits.
- Participated in collective bargaining negotiations between employers and unions representing workers.
- Worked with managers to develop promotion and retention strategies for existing employees.
- Implemented and maintained policies governing compensation.
- Spearheaded salary surveys to benchmark current salary ranges for company positions.
- Delegated work to staff, setting priorities and goals.
- Analyzed employment-related data and prepared reports.
- Developed recommendations for improvement of organization's personnel policies and practices.
- Constructed detailed job descriptions and classification systems to define job levels and families.
DC WaterWashington, DC
Sr. Specialist, Compensation
02.2023 - Current
Job overview
- Reviewed and analyzed job descriptions to determine appropriate salary grades and pay ranges.
- Conducted market surveys to evaluate external competitiveness of compensation programs.
- Analyzed organizational structures and developed competitive salary structures for various positions.
- Assisted in determining the cost impact of proposed employee benefit packages.
- Provided consultation to management on labor relations issues related to wages, salaries, bonuses, incentives, and other forms of compensation.
- Evaluated requests for special salary adjustments including promotions, transfers, reclassifications, and demotions.
- Monitored wage and salary trends in local markets to ensure internal equity and external competitiveness in compensation plans.
- Prepared a variety of reports related to wage and salary data analysis for senior management review.
- Researched current practices in compensation design and delivery using available resources such as industry surveys and publications.
- Participated in survey activities with outside organizations to benchmark the company's position against its competitors.
- Recommended changes or modifications to existing pay policies based on findings from research studies or labor market conditions.
- Interpreted collective bargaining agreements between employers and unions regarding wages and benefits; ensured adherence by both parties.
- Advised human resource staff members regarding pay decisions; provided guidance on interpretation of policy manuals.
- Prepared occupational classifications, job descriptions and salary scales.
Office of the Chief Financial OfficerWashington, DC
Program Manager, Classification
08.2016 - 01.2023
Job overview
- Developed project plans, identified risks, set objectives and monitored progress towards completion.
- Coordinated with internal stakeholders to ensure successful implementation of the program initiatives.
- Communicated regularly with external partners to ensure alignment of strategies and goals.
- Drafted reports for senior management highlighting key milestones achieved throughout the program lifecycle.
- Collaborated with teams across departments to develop effective strategies for executing programs.
- Identified areas of improvement in existing processes, procedures and systems related to the program delivery cycle.
- Analyzed data collected during the course of the program operations and reported results accordingly.
- Analyzed job descriptions to accurately determine appropriate occupational classifications.
- Conducted research and analysis of industry trends, wage surveys, labor market conditions, and other data sources in order to develop accurate job classifications.
- Assessed the impact of proposed changes on existing organizational structures.
- Provided guidance and advice to management regarding compensation issues related to job classification.
- Created detailed job profiles that included duties, responsibilities, qualifications, skills, working conditions, and pay ranges.
- Reviewed requests for new or revised job descriptions and recommended appropriate actions based on established criteria.
- Documented all decisions made regarding job classifications and maintained records accordingly.
- Performed periodic audits of existing positions to ensure accuracy of classifications over time.
USPTO and US International Trade Commission Washington, DC
Contractor, Classification
06.2015 - 08.2016
Job overview
- Analyzed job descriptions to accurately determine appropriate occupational classifications.
- Conducted research and analysis of industry trends, wage surveys, labor market conditions, and other data sources in order to develop accurate job classifications.
- Assessed the impact of proposed changes on existing organizational structures.
- Prepared flow charts and career path reports to summarize job analysis and evaluation and compensation analysis information.
- Evaluated job positions to determine classification, exempt or non-exempt status and salary.
- Kept abreast of all federal regulations affecting compensation structures, including Department of Labor's Fair Labor Standards Act.
- Developed and maintained company-wide job description records and library.
- Advised Organization on effective strategies for resolving classification and salary complaints.
- Provided guidance and advice to management regarding compensation issues related to job classification.
- Created detailed job profiles that included duties, responsibilities, qualifications, skills, working conditions, and pay ranges.
- Reviewed requests for new or revised job descriptions and recommended appropriate actions based on established criteria.
- Offered subject matter expertise on employment regulations, compensation policies and personnel management procedures to optimize internal structures.
- Served as an expert resource on all matters pertaining to position classifications throughout the organization.
- Maintained up-to-date knowledge of federal and state laws governing employment standards related to position classification systems.
US Post OfficeWashington, DC
Organizational Classification & Mgmt Specialist
04.2014 - 06.2015
Job overview
- Analyzed job descriptions to accurately determine appropriate occupational classifications.
- Developed and implemented classification systems for a variety of organizations.
- Conducted research and analysis of industry trends, wage surveys, labor market conditions, and other data sources in order to develop accurate job classifications.
- Assessed the impact of proposed changes on existing organizational structures.
- Created detailed job profiles that included duties, responsibilities, qualifications, skills, working conditions, and pay ranges.
- Reviewed requests for new or revised job descriptions and recommended appropriate actions based on established criteria.
- Documented all decisions made regarding job classifications and maintained records accordingly.
- Performed periodic audits of existing positions to ensure accuracy of classifications over time.
- Researched emerging trends in human resources practices related to position classification systems.
- Collaborated with HR staff members to provide support in identifying proper classification levels for open positions within the organization.
- Prepared reports summarizing findings from position reviews and provided recommendations for improvement when necessary.
- Evaluated current procedures related to position classification systems and identified areas needing improvement.
- Advised hiring managers on best practices for ensuring compliance with applicable laws and regulations relating to employee classification.
- Participated in special projects as assigned by senior management.
- Maintained up-to-date knowledge of federal and state laws governing employment standards related to position classification systems.
- Served as an expert resource on all matters pertaining to position classifications throughout the organization.
- Made salary compensation recommendations based upon in-depth research on current job trends.
- Created organizational flow charts and career path reports to evaluate employee compensation information.
- Kept abreast of all federal regulations affecting compensation structures, including Department of Labor's Fair Labor Standards Act.
- Evaluated job positions to determine classification, exempt or non-exempt status and salary.
- Prepared flow charts and career path reports to summarize job analysis and evaluation and compensation analysis information.
Montgomery County GovernmentRockville, MD
HR Specialist III (Classification & Compensation)
04.2008 - 03.2014
Job overview
- Analyzed job descriptions to accurately determine appropriate occupational classifications.
- Conducted research and analysis of industry trends, wage surveys, labor market conditions, and other data sources in order to develop accurate job classifications.
- Assessed the impact of proposed changes on existing organizational structures.
- Performed complex calculations related to employee compensation, including bonuses, overtime pay, shift differentials, and other allowances.
- Developed reports analyzing employee salaries by department and position as requested by management.
- Ensured compliance with applicable laws, regulations, and organizational policies regarding compensation matters.
- Conducted market surveys to analyze competitive compensation practices and recommended changes accordingly.
- Prepared occupational classifications, job descriptions and salary scales.
- Surveyed employees and conducted focus group meetings to collect job, organizational and occupational information.
- Negotiated collective agreements on behalf of employers or workers and mediated labor disputes and grievances.
- Prepared flow charts and career path reports to summarize job analysis and evaluation and compensation analysis information.
- Developed and evaluated methods and techniques for selecting, promoting and training workers.
- Evaluated job positions to determine classification, exempt or non-exempt status and salary.
- Kept abreast of all federal regulations affecting compensation structures, including Department of Labor's Fair Labor Standards Act.
- Created organizational flow charts and career path reports to evaluate employee compensation information.
- Developed and maintained company-wide job description records and library.
- Advised [Job title]s on effective strategies for resolving classification and salary complaints.
- Offered subject matter expertise on employment regulations, compensation policies and personnel management procedures to optimize internal structures.
- Worked closely with recruiting personnel to put together appropriate compensation packages for employees.
- Made salary compensation recommendations based upon in-depth research on current job trends.
Montgomery County GovernmentRockville, MD
HR Specialist III (EEO)
04.2003 - 03.2008
Job overview
- Conducted internal investigations into allegations of discrimination and harassment in the workplace.
- Developed policies and procedures to ensure compliance with anti-discrimination laws.
- Provided training sessions on EEO principles, practices, and regulations for management staff.
- Analyzed data from employee surveys to identify any potential areas of concern related to equal employment opportunity.
- Investigated complaints of discrimination from employees or external sources.
- Drafted reports that outlined findings from investigations and recommended corrective action when necessary.
- Monitored hiring processes to ensure compliance with applicable laws and regulations regarding equal opportunity.
- Assisted in the development of affirmative action plans for each department in the organization.
- Coordinated recruitment activities to attract a diverse pool of applicants for open positions.
- Advocated for diversity initiatives within the organization by engaging key stakeholders at all levels.
- Reviewed job descriptions to make sure they comply with current legislation related to EEO standards.
- Evaluated existing programs designed to promote equal opportunities in the workplace.
- Collaborated with HR team members to develop strategies around workforce diversity issues.
- Met regularly with department heads to discuss progress towards achieving EEO goals.
- Maintained detailed records of all EEO activities, including investigation results and legal documents.
- Responded promptly to inquiries regarding EEO matters from internal or external sources.
- Attended conferences and seminars related to EEO best practices and regulatory updates.
- Worked closely with legal counsel on any litigation involving claims of discrimination or harassment.
- Provided guidance on interpretation of relevant federal, state, and local laws governing EEO matters.
- Participated in mediation efforts between employers and employees involved in disputes over alleged violations of equal opportunity rights.
- Monitored complaint procedures to process and review complaints.
- Communicated with workers and supervisors about workplace adherence to laws, importance of statutes and ways to enhance compliance.
- Interviewed personnel involved in discrimination and equal rights complaints to collect information, outline grievances and mediate conflicts.
- Trained employees on equal opportunity laws and provided avenues for reporting violations.
- Helped workplaces determine guidelines for establishing and maintaining discrimination-free environments supportive of employees and compliant with applicable laws.
Montgomery County GovernmentRockville, MD
HR Specialist III (Labor Relations)
10.2000 - 04.2003
Job overview
- Investigated claims involving wage and hour law violations by employers.
- Reviewed collective bargaining agreements to ensure compliance with labor laws and regulations.
- Assessed employee grievances, investigated complaints, and determined appropriate action in accordance with company policies and procedures.
- Provided advice and counsel to management on labor relations matters such as contract interpretation, discipline, termination of employment, job postings, union-management disputes.
- Conducted arbitration proceedings between employers and employees or their representatives to resolve labor disputes.
- Developed strategies for successful negotiation of collective bargaining agreements.
- Participated in the development of new or revised personnel policies and practices related to labor relations activities.
- Prepared reports on labor relations activity for senior management review.
- Responded to requests from union representatives regarding employee issues or changes in working conditions.
- Represented employers at mediation sessions with unions when necessary.
- Ensured compliance with all applicable federal and state laws pertaining to labor relations activities.
- Coordinated training programs for managers on effective communication techniques when dealing with unionized employees.
- Worked closely with Human Resources staff members on various projects related to the maintenance of a positive employer and employee relationship.
- Facilitated meetings between management and union representatives during contract negotiations.
- Maintained records of all labor contracts including wages, hours worked, benefits provided.
- Interpreted existing collective bargaining agreements when requested by either party.
- Analyzed data collected from surveys conducted among workers about workplace satisfaction levels.
- Advised employers on best practices concerning handling grievances filed by employees.
- Researched current developments in the field of labor relations in order to stay abreast of changes that may affect the organization's operations.
- Interpreted contractual agreements for employers and employees to support collective bargaining and labor relations processes.
- Investigated employee grievances and recommended appropriate actions based on collective bargaining terms.
- Gathered information and statistics for economic and labor-related proposals.
- Testified in legal proceedings to discuss labor relations and labor contracts.
Chevy Chase BankBethesda, MD
Recruiter /Employee Relations Specialist
08.1998 - 09.2000
Job overview
- Sourced and screened potential candidates for open positions.
- Reviewed resumes, conducted phone screens, and managed candidate pipelines.
- Developed job descriptions and postings to attract qualified applicants.
- Conducted in-depth interviews with top candidates to assess skills and fit.
- Maintained Applicant Tracking System records of all applicants.
- Negotiated salaries and other employment terms with successful applicants.
- Collaborated with hiring managers to understand position requirements.
- Provided feedback to unsuccessful applicants on the status of their applications.
- Identified best practices for recruiting process improvement.
- Identified and analyzed trends in employee relations issues.
- Developed and implemented strategies to improve employee satisfaction.
- Provided advice and guidance on employment law, policies, and procedures.
- Conducted investigations into workplace complaints and grievances.
- Reviewed job descriptions for accuracy and compliance with legal requirements.
- Assisted in the recruitment process by conducting interviews and reference checks.
- Conducted telephone and onsite exit interviews for all employees.
- Facilitated new hire orientations, processed transfers and managed employee separations.
- Served as link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
- Developed processes for resolving disputes between employers and workers in a timely manner.
- Investigated allegations of discrimination or harassment in the workplace.
Kaiser PermanenteRockville, MD
HR Consultant
08.1997 - 08.1998
Job overview
- Developed and implemented an employee training program to increase job satisfaction.
- Assisted with the development of organizational policies, procedures and standards of conduct.
- Conducted interviews for potential new hires, including screening resumes and conducting reference checks.
- Provided guidance and advice on labor law compliance matters such as wage regulations, overtime rules and safety standards.
- Collaborated with department heads to develop strategies for recruiting top talent from both internal and external sources.
- Coordinated onboarding activities for new hires, ensuring that they receive necessary information regarding benefits programs, payroll procedures.
- Investigated complaints of discrimination or harassment in accordance with company policy.
- Participated in the development of compensation plans that are fair and competitive.
- Assessed training needs within the organization by gathering feedback from staff members.
- Ensured compliance with federal and state laws related to human resources practices.
- Sourced, qualified and conducted screening interviews with job candidates.
George Washington UniversityWashington, DC
Employee & Labor Relations Specialist
10.1992 - 08.1997
Job overview
- Investigated claims involving wage and hour law violations by employers.
- Reviewed collective bargaining agreements to ensure compliance with labor laws and regulations.
- Assessed employee grievances, investigated complaints, and determined appropriate action in accordance with company policies and procedures.
- Provided advice and counsel to management on labor relations matters such as contract interpretation, discipline, termination of employment, job postings, union-management disputes.
- Developed strategies for successful negotiation of collective bargaining agreements.
- Responded to requests from union representatives regarding employee issues or changes in working conditions.
- Represented employers at mediation sessions with unions when necessary.
- Ensured compliance with all applicable federal and state laws pertaining to labor relations activities.
- Worked closely with Human Resources staff members on various projects related to the maintenance of a positive employer and employee relationship.
- Facilitated meetings between management and union representatives during contract negotiations.
- Maintained records of all labor contracts including wages, hours worked, benefits provided.
- Advised employers on best practices concerning handling grievances filed by employees.
- Interpreted existing collective bargaining agreements when requested by either party.
- Reported incidents to supervisor following company procedures and regulations.
- Interpreted contractual agreements for employers and employees to support collective bargaining and labor relations processes.
- Investigated employee grievances and recommended appropriate actions based on collective bargaining terms.
- Assessed risk levels associated with collective bargaining strategies.
- Testified in legal proceedings to discuss labor relations and labor contracts.
Education
George Washington UniveristyWashington, UT
Master of Arts from Human Resources Management
05.1997
University Overview
Skills
- Policy Implementation
- Performance Management
- Staff Development
- Workforce Management
- Contract Management
- Performance Evaluations
- Project Management
- Verbal and Written Communication
- Complex Problem-Solving
- Team Leadership
- Negotiation
Certification
- SHRM- CP
- PHR Certified
Timeline
Manager, Compensation
DC Water
07.2023 - Current
Sr. Specialist, Compensation
DC Water
02.2023 - Current
Program Manager, Classification
Office of the Chief Financial Officer
08.2016 - 01.2023
Contractor, Classification
USPTO and US International Trade Commission
06.2015 - 08.2016
Organizational Classification & Mgmt Specialist
US Post Office
04.2014 - 06.2015
HR Specialist III (Classification & Compensation)
Montgomery County Government
04.2008 - 03.2014
HR Specialist III (EEO)
Montgomery County Government
04.2003 - 03.2008
HR Specialist III (Labor Relations)
Montgomery County Government
10.2000 - 04.2003
Recruiter /Employee Relations Specialist
Chevy Chase Bank
08.1998 - 09.2000
HR Consultant
Kaiser Permanente
08.1997 - 08.1998
Employee & Labor Relations Specialist
George Washington University
10.1992 - 08.1997
George Washington Univeristy
Master of Arts from Human Resources Management
- SHRM- CP
- PHR Certified
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