Summary
Overview
Work History
Timeline
BusinessAnalyst
Lisa Strawberry

Lisa Strawberry

Parkville,MD

Summary

Experienced HR Director, Assistant Director, and Branch Chief adept at leading, planning, and executing projects effectively. Skilled in problem assessment, streamlining procedures, and developing innovative solutions across multiple functions. Recognized for cultivating a high-performing team through positive, energetic, and supportive leadership, leading to the growth of top-tier staff within the organization.

Overview

10
10

Years of leadership experience

Work History

Assistant Director, GS-201-14

Department of Justice (DOJ), Environment and Natural Resources Division (ENRD), Executive Office of Human Resources
12.2023 - Current
  • HR program expert and strategic partner, providing consultation and technical advice on delegated examining/merit promotion hiring, classification, personnel policy, recruitment, personnel action processing, orientation, accountability, benefit administration and diversity & outreach. Manages and directs the completion of assignments in these areas. Create and implement human resources policy and procedures for the Agency
  • 4 employees
  • Supervisor, Nardia Bennett - 202-598-5470
  • Salary: $163,252
  • 40 hours per week

Branch Chief - GS-201-14

Social Security Administration, Office of Hearings Operations (OHO), Division of Training and Employee Services (DTES), Human Resources and Employee Services (HRES)
09.2015 - 12.2023
  • Directs a staff of twelve employees in the accomplishment of OHO recruitment, employee development and performance management goals. Responsible for developing strategies to create new and improved programs to enhance OHO’s training, human resources, performance management and administrative programs
  • Leads and supervises employees in the completion of a myriad of assignments, projects and studies related to PD analysis, recruitment and hiring, performance management, bilingual certification, career and leadership development, mentoring, ethics, workload evaluation, hardship transfers, out-stationing requests, length of service and retirement recognition, employee recognition/awards, budget formulation, employee engagement/FEVS, training, Union information requests, EEO matters, diversity and inclusion, time and attendance, reorganizations, and organizational/strategic planning. Created the process and approves requests for hardship transfers at a national level
  • Provides recommendations on personnel matters based on budget and office demographics. Works with budget officer on tracking and requesting Fulltime Equivalencies (FTEs)
  • Developed and implemented the Agency’s Executive Onboarding Program, designed to provide mentoring and training to new supervisors/managers at the Executive-level
  • Coordinated effort to consolidate and abolish redundant position descriptions (PD) resulting in a 64% reduction of unnecessary PDs. Analyzes requests to establish or realign organizational structures and positions, eliminated duplicate functions, deleted obsolete positions and proposed functions that properly align with their positions. Lead the writing of position descriptions (PD) and job analyses for USA Job postings
  • Deliver high-level performance management updates to managers and executives on All Managers Call (AMC). Develop training material and guidance for OHO managers and led the development of a National Performance Management guide and the Agency Improving Workplace Morale plan
  • Plan and administer the employee recognition program. Manage the timely completion of award submissions; draft solicitation emails (approved by the Deputy Commissioner); ensure team pulls demographic/EEO data summaries; and met with the DC, Associate DC, and Executive Officer to provide pertinent updates
  • Collaborates with front office subject matter experts on highly sensitive and confidential HR matters. Works well in fast-paced and confidential environments. Organize and manage large workloads, meet the strenuous demands of challenging customers and management, and efficiently coordinate assignments with varying degrees of complexity and sensitivity
  • Drafts responses to controls; writes executive video scripts for the Office of the Deputy Commissioner (ODC); prepare talking points; replies to inquiries from component management and employees; and responds to controlled requests from other government agencies, using appropriate writing standards. Prepares memorandum and formal emails on behalf of the Director and Associate Commissioner (AC). Creates agendas and give executive briefings to ODC. ODC implements or disseminates the written products (scripts, emails, and other communication) I develop with minimal or no edits
  • Serves as OHO representatives on Agency-level inter-component workgroups responsible for establishing Agency policy and reviewing performance management issues, i.e., succession planning for future retirees, reemployment of retirees, special hiring requirements, training, and employee development. Participates in and provide leadership for the Employee Engagement Taskforce (EET), National Recruitment Cadre, SSA Employee Engagement Community of Practice (EECP), Satisfaction Survey Subgroup, SSA Programmatic Training Cadre/National Training Committee (NTC) and SSA Leadership Curriculum Critical 8 Team. Communicate OHO perspective in establishing policies and procedures, and developing and implementing programs involving various training, workforce planning, recruitment, and performance management
  • Analyzes the results of the Agency Federal Employee Viewpoint Survey (FEVS) to develop and implement new or improved employee engagement and development programs
  • 12 employees
  • Supervisor, Elida.Sarmiento@usdoj.gov and 303-523-8064, maureen.schofield@ssa.gov
  • Salary: $163,252
  • 40+ hours per week

Director GS-201-15 (temporary promotions)

Social Security Administration, Office of Hearings Operations (OHO), Division of Training and Human Resources (DTHR)
03.2020 - 07.2020
  • Responsible for the day-to-day operations of the Division and provides policy guidance and interpretation to over 8000 employees and managers across ten regions. Administers a national training program; implements workforce and strategic planning initiatives; develops career and leadership developmental programs; and oversees HR, recruitment, and performance management
  • Directs and assesses all matters pertaining to the planning and integration of program activities, projects, and resources into accomplishing the Agency’s goals and objectives. Develops standard operating procedures and operational plans. Monitors and oversees the completion of assignments
  • Ensures continuity of essential training while operating virtually by using various technology options (Microsoft Teams and Skype Video). Saved approximately $500,000 in FY20 and FY21 by converting in-person technical training to virtual delivery. Saved $1,031,490 thus far in FY22
  • Provides authoritative information, evaluations, and recommendations for administrative, financial, and managerial activities to the Associate Commissioner, Deputy Associate Commissioner and Deputy Commissioner for use in establishing priorities, allocating resources, and formulating management policies and initiatives. Advises Executive management in the furtherance of strategic goals
  • Manages and monitors the training/administrative budget and provides executive oversight for roughly $2.25 million in expenditures, ensuring that the procurement of all acquisitions comply with Agency policy and procedures. Approves training authorizations at a national level
  • Leads the development of standard operating procedures, manuals, control responses, internal policy, and instructions related to recruitment, budget formulation, career/leadership development, employee engagement, training, performance management, hardship transfers, Union information requests, EEO matters, diversity and inclusion, time and attendance, reorganizations, organizational/strategic planning, out-stationing, personnel, and other administrative matters
  • Develops and implements career development programs offering opportunities to approximately 50 GS-4 through GS-13 employees annually
  • Holds performance discussions; conducts training needs assessments. Makes recommendations on OPM 360s, technical and soft skills training, and guides and mentors others
  • Conducts quality reviews or analyses to provide constructive input and recommendations on daily operations, strategic planning, training/employee development, engagement, and workload management
  • 30 employees April 2022 - August 2022
  • Supervisor, John Borland - 443-956-1335
  • Salary: $163,333 (full time, 40+ hours per week)

Human Resources Specialist GS-201-13

Social Security Administration, Office of Human Resources, Office of Personnel
09.2009 - 09.2015
  • HR program expert and strategic partner, providing consultation and technical advice on various staffing (merit promotion and delegated examining), personnel, classification/position management, EEO, management planning and analysis, pay setting, action processing, and accountability issues. Researched, interpreted, and applied policies and regulations using Title 5 of the Unites States Code, Code of Federal Regulations, SSA’s Personnel Policy Manual (PPM) and Merit Promotion Plans (bargaining and non-bargaining), Veteran’s Guide, Classification/Qualification Standards, and Delegated Examining Operations Handbook. Provided policy guidance to managers regarding leave, travel/relocation expenses, disciplinary actions, performance awards, formal training, staffing, performance evaluations, and other administrative issues
  • Provided advice and guidance to component contacts on classification and position management issues. Analyzed requests to establish or realign organizational structures and positions. Processed position changes, reassignments, realignments, and reorganizations. Worked with component contacts to revise PDs and assist in the elimination of duplicate functions, delete obsolete positions, and propose functions that properly align with their positions. Made recommendations and collaborated with components to help align employees into the appropriate PDs and write new PDs
  • Participated in the resolution of unfair labor practice charges and complaints. Assisted with the grievance resolution process and ensure conformance to merit labor agreements. Routinely collected and formulated appropriate evidentiary material upon request when aiding union representatives and employee relations specialists on issues related to employee complaints and grievances. Provided a variety of research, advisory and consultative services to field and headquarters contacts on determining management positions on EEO, employee and labor relations, grievances, bargaining positions and obligations and assisted managers in avoiding labor and employee relations problems
  • Monitored personnel actions, staffing activity and other administrative program activities for compliance with applicable regulations/policies. Monitored and generated reports from USA Staffing, FPPS and DataMart (Oracle), to track and manage component workload, within-grade increases, temporary actions, and vacancy announcements. Analyzed and corrected personnel data, creating reports to provide immediate and accurate responses to questions
  • Participated in Human Resources Management (HRM) quality assessments/reviews, which require extensive knowledge of Merit Promotion and Delegated Examining rules and regulations. Made recommendations for corrective measures included in HRM report
  • Created and maintained USA Staffing Administrator SOP for posting and reviewing announcements. Announced jobs, conducted job analysis, constructed questionnaires, rated, and ranked applicants and prepare certificates of eligible candidates. Developed and conducted training on merit promotion and delegated examining hiring process
  • Salary: $106,839
  • 40 hours per week
  • Supervisor, Janice Kirwan – Retired

Human Capital Program Manager ZA-201-I4 (GS-14 equivalent)

Human Capital Planning Division, Workforce Management Office, National Oceanic and Atmospheric Administration (NOAA), Department of Commerce
09.2008 - 09.2009
  • Provided leadership in the management, development and implementation of NOAA-wide workforce planning and management initiatives. Collaborated with NOAA offices to develop and improve operational goals and objectives pertaining to human capital, strategic planning, and recruitment. Ensured the Agency HR policies and practices aligned to support the hiring and retention goals and created a continuous learning and performance culture that resulted in a highly productive workforce
  • Provided guidance and assistance to the Human Capital Officer in planning, formulating, and directing the development, coordination, and implementation of a human capital management program for the Agency. Ensured the development and implementation of the policies, procedures, and systems supported the Agency’s overall workforce management program and administrative management activities
  • Developed the Agency’s corporate recruitment plan. Established, managed, implemented, and evaluated Agency-wide policy for managing recruitment, focusing on diversity and under-represented populations (Hispanics, Veterans, African Americans, and disabled citizens), and ensured that projects or assignments that cut across Agency components were coordinated and completed by prescribed deadlines. Analyzed current and projected workload to determine critical skill gaps and shortage categories in special recruiting areas
  • Served as Member and Executive Secretary for the Workforce Management Committee (WFMC) aimed at building partnerships between Human Resources and component offices through dialog on challenges/successes, lessons learned and best practices. Developed and implemented processes and tools to conduct workforce planning and analysis, including the identification of current and future competencies necessary to accomplish the Agency’s mission. Served as lead and distributed and assigned action items to committee members
  • Directed initiatives and gave presentations and training in the areas of recruitment, diversity, workers with disabilities, EEO, organizational development, and understanding differences. Developed program plans and training modules. Gave a variety of presentations to management on improving the administrative and programmatic operations of the Agency
  • Increased the use of recruitment, retention, and other workplace flexibilities and tools to ensure a highly skilled, diverse, and productive workforce. Knowledge of Schedule A (Disability), Excepted Service, Veteran’s recruitment, Pathways, Volunteer and Direct Hiring Authorities. Participated in discussions to plan and direct efforts that increase diversity in the workplace, promoting various hiring programs/initiatives
  • Served as National Recruitment Advisor, responsible for developing and administrating SSA recruitment activities and advising headquarters and regional level executives on recruitment planning initiatives. Provided information and justification on operational aspects of SSAs National Recruitment Program. Developed advertisements, revised SSA recruitments web pages and collaborated with regional contacts to coordinate recruitment activities and share policies, best practices, and SOPs. Attended quarterly conference calls and update/post meeting minutes to shared drive
  • Salary: $102,721
  • 40 hours per week
  • Supervisor, Stephen Springer (retired)

Work Type

Full TimePart Time

Work Location

RemoteHybrid

Important To Me

Company CultureWork-life balanceFlexible work hoursPaid time off401k match4-day work weekWork from home option

Timeline

Assistant Director, GS-201-14

Department of Justice (DOJ), Environment and Natural Resources Division (ENRD), Executive Office of Human Resources
12.2023 - Current

Director GS-201-15 (temporary promotions)

Social Security Administration, Office of Hearings Operations (OHO), Division of Training and Human Resources (DTHR)
03.2020 - 07.2020

Branch Chief - GS-201-14

Social Security Administration, Office of Hearings Operations (OHO), Division of Training and Employee Services (DTES), Human Resources and Employee Services (HRES)
09.2015 - 12.2023

Human Resources Specialist GS-201-13

Social Security Administration, Office of Human Resources, Office of Personnel
09.2009 - 09.2015

Human Capital Program Manager ZA-201-I4 (GS-14 equivalent)

Human Capital Planning Division, Workforce Management Office, National Oceanic and Atmospheric Administration (NOAA), Department of Commerce
09.2008 - 09.2009

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Lisa Strawberry