Summary
Overview
Work History
Education
Skills
Affiliations
Accomplishments
Certification
References
Timeline
Generic

LISA MYLVETTE MOON

Atlanta,GEORGIA

Summary

Human Resources Specialist with 11 years of comprehensive experience managing and guiding employees. Polished in conducting background checks, organizing and scheduling interviews and administering employment benefits. Commended for creating positive organizational climate and improving employee morale and job satisfaction. Flexible and focused team player with expertise in customer relationship management, HR proficiencies, strategic planning and time management. Considered highly knowledgeable in information technology, DoD and Va Legacy systems and program management. Driven and decisive Human Resources Specialist offering 11+ years of experience managing human resources teams to deliver compliance, personnel communication and workforce programs. Flexible and focused with expertise in recruitment and retention, mediation, staff training and development and complex problem resolution. Develops and implements HR strategies and initiatives aligned with overall business strategy.

Overview

15
15
years of professional experience
1
1
Certification

Work History

Human Resources Specialist

Tobacco, and Explosives
, New York
01.2022 - Current
  • Ave, NE, Washington, DC 20002, Salary: 120,207, Hours per week: 40, Series: 0201 Pay Plan: GS Grade: 13, Supervisor: Robert Odell, (202) 648-7211, Okay to contact this Supervisor: Yes
  • Serves as a technical expert on position Classification and position management related issues
  • Exercises delegated classification authority to analyze and classify a variety of positions to the proper title, series, and grade using classification standards and supplemental guidelines
  • Assignments include complex and unstable organizations involving a variety of positions which are difficult in nature
  • Serve as Quality Assurance specialist on OPM Audit
  • Provides continuing classification management advisory services on conducting desk audits, proposed reorganizations, position management and other classification issues or problems as well as experts technical advice and assistance to Bureau managers and other HROD and Bureau employees
  • Conducts on-site or telephone audits and prepares written evaluation statements as required
  • Interprets position classification and position management principles, practices, and criteria for application to management’s requests
  • Provides position management and classification support within the Bureau
  • Advises managers on the position classification process, the use of various classification references and automated tools
  • Assists with planning and implementing reorganizations and/or commercial activities studies
  • Advises on compensation management strategies and programs
  • Explores alternative courses of action with management in an attempt to satisfy management¿s needs while adhering to sound classification and position management principles
  • Provides advice and assistance on classification appeal procedures
  • Coordinates with other HR Specialists and division branches on matters relating to the National Finance Center (NFC) HR Connect database to access information, oversee the processing of realignments and reorganizations, and resolving data conflicts
  • Completes the calculation of hours for foreign language awards for Bureau employees who use a foreign language in the performance of their official duties
  • Provides assistance on system issues in HR Connect and NFC to all levels of internal customers
  • Provides guidance on problems with employee’s records on the best way to correct information, answers questions regarding creating new positions, creating and updating job codes, reactivating positions, researching position determination recommendation status, etc
  • Evaluates Government-wide and Departmental guideline changes for impact on ATF and translates new guidelines to meet ATF needs
  • Prepares reports concerning classification activities in accordance with established procedures.

Human Resources Specialist, Supervisor

Joint Forces Headquarters National Guard
Marietta, Ga
01.2021 - 01.2022
  • Salary: 89,803, Hours per week: 40, Series: 0201 Pay Plan: GS Grade: 12, Supervisor: Lanita Kuhn, (678) 569-5710, Okay to contact this Supervisor: Yes
  • Serve as Georgia State Classification Proponent and
  • Co-Region 3 Classifier proponent responsible for determining and applying existing classifications standards related to the work to be classified for equal work for equal pay
  • Perform Standardized Position Description (PD) review changes and updates in accordance with the National Guard Bureau policy and Operational Orders, ensuring the product is accurate and within the classification standards and guidelines
  • Utilize various, HR systems and tools i.e., DCPDS and FASCLASS, to initiate, maintain and retrieve position data from personnel systems to assist with the processing of classification actions and FLSA pay administration
  • Utilize various processing manuals and handbooks such as the Guide to Processing Personnel Action (GPPA), Code of Federal Regulations, and Department of Army Regulations to assist with the formulation and consistency of all reviews and to establish or re-establish position descriptions
  • Serves as Delegated Classification Authority (DCA) for the Georgia National Guard Bureau
  • Prepare defensive and offensive evaluation/memorandum advisory statements utilizing Office of Personnel Management (OPM) position classification standards, DCA guidelines and procedures, Department of Army (DA) and as required by the National Guard Bureau policy and processes individual actions while ensuring position description consistency
  • Perform organizational or management requested position review advisement to effectively meet mission requirements and or organizational change; Initiate and maintain Classification updates for current PDs with new or revised OPM Classification and Qualification Standards; Complete Position Cursory Reviews prior to the initiation of an action to recruit and completing the checklist of the same
  • Initiate, update and maintain organizational POA/Table 30 information
  • Provide technical advice to assist managers and supervisors
  • Interprets and explains classification criteria and prepares and/or presents advisory opinions on the classification of positions
  • Provide advice and assistance with classification appeal procedures and assures that appeal packages comply with NGB/DOD/OPM requirements.

Human Resources Specialist, Classifier

CHRA
Fort Benning, GA
08.2017 - 01.2021
  • Salary: 84,394.00, Hours per week: 40, Series: 0201 Pay Plan: GS Grade: 12 Supervisor: Jessica Hudson (706) 545-4090, Okay to contact this Supervisor: Yes
  • As a Senior, , I am responsible for determining and applying existing classifications standards related to the work to be classified for equal work for equal pay
  • Perform Standardized Position Description (PD) review changes and updates in accordance with CHRA and MACOM Operational Orders, ensuring the product is accurate and within the classification standards and guidelines
  • Utilize various, HR systems and tools i.e., CPOL Portal, DCPDS, FACT and FASCLASS, to initiate, maintain and retrieve position data from personnel systems to assist with the processing of classification actions and FLSA pay administration
  • Utilize various processing manuals and handbooks such as the Guide to Processing Personnel Action (GPPA), Civilian Human Resource Agency job aids, Code of Federal Regulations, and Department of Army
  • Regulations to assist with the formulation and consistency of all reviews and to establish or re-establish position descriptions
  • Serves as Delegated Classification Authority (DCA) in the event a designee isn’t assigned/trained to serve as DCA
  • Prepare defensive and offensive evaluation/memorandum advisory statements utilizing Office of Personnel Management (OPM) position classification standards, DCA guidelines and procedures, Department of Army (DA) and MACOM guidelines while ensuring position description consistency
  • Perform organizational or management requested position review advisement to effectively meeting mission requirements and or organizational change; Initiate and maintain Classification updates for current PDs with new or revised OPM Classification and Qualification Standards; Complete Position Cursory Reviews prior to the initiation of an action to recruit and completing the checklist of the same
  • Initiate, update and maintain organizational POA/Table 13 information.

Human Resources Specialist

Charles George VA Medical Center
Asheville, NC
01.2016 - 08.2017
  • Annual Salary: 66,230.00, Hours per week: 80 Series: 0201 Pay Plan: GS Grade: 11, Supervisor: Erin Bernasek (785) 341-6757
  • Performed duties of a Human Resources Specialist providing human resources services for selected service lines encompassing 787 employees
  • Served as principal point of contact for Nursing, Mental Health, Social Work, Quality Management and Geriatrics and Extended Care (Title 5, Title 38, and Hybrid Title 38)
  • Extensive knowledge of Federal personnel laws regarding Title 5, Title 38, and Hybrid Title 38 positions utilizing OPM and VHA policies, and other pertinent regulatory guidelines relating to the major functional specializations of personnel
  • Recruitment and Placement (Primary Specialization) – Served as adviser and consultant to management officials regarding appropriate recruitment strategies for Physicians, Physician Assistants, Nurses, Nurse Practitioners and Para-professional vacancies in accordance with OPM and VHA policies
  • Independently performed routine technical assignments such as developing vacancy announcements, assessment questionnaires, determining minimum qualifications, issuing referral certificates, and closing out vacancies using USA Staffing
  • Contacted selected candidates, determined salary offer, schedule pre-employment physicals, created offer letter, and gather related payroll information
  • Processed personnel requests using correct Nature of Action (NOA) codes, Legal Authorities, and remarks using GPPA
  • Determined service computation dates for those new employees with other creditable service
  • Utilized WOC, Student appointments, temporary, and Fee Basis appointments for selected strategies
  • I also utilized recruitment strategies such as EDRP, relocation, and retention incentives for selected eligible positions
  • Served as the H.R
  • Technical Advisor to the Nurses, Social Work, Medical Support Assistant, Professional Standards Board
  • Maintained a 93% speed of hire (SOH) acuity for a 66-day SOH requirement
  • Served as a team lead, mentor/facilitator assigned staffing assistant/s on daily recruitment and placement processing and onboarding
  • Both of which, were promoted and replaced me, after my career advancement
  • Compensation – Utilizing federal compensation guidance and directives advised managers and supervisors on common issues such as promotions, changes to lower grade, moves between duty stations in different locality areas, and application of highest previous rate
  • Knowledgeable in various Title 5, Title 38 and Hybrid 38 compensation pay scales in the General Schedule (GS), Nurse Locality Pay System, Special Salary Rate Schedules, Physician/Dentist and Wage Grade pay plans
  • Advised managers and supervisors in using recruitment incentives such as EDRP, Above Minimum Pay Rates, and Recruitment/Relocation incentives
  • Training and Development- Served as an Intern Preceptor
  • Facilitated Nurse Professional Standard Board (PSB) training and as the primary Technical Advisor for the local Title 38 and Hybrid 38 PSB, which included, but not limited to, the Nurse PSB, Licensed Practical Nurse PSB, Nursing Assistant PSB, Medical Support Assistant and Social Worker PSB
  • Served as Primary Facility EDRP Coordinator
  • Provided a wide range of Federal HR theories, concepts, laws, rules, regulations, etc
  • Advisement and performance in difficult and/or complex assignments
  • Demonstrated skills in written and oral communication for the preparation of reports, presentations, and provided defensive documentation of findings to support actions
  • Analyzed information and proposed one or more solutions or approaches to issues and recommending courses of action
  • Fully customer service driven by building strong relationship with managers, supervisors, and employees in the service lines and related networks.

Human Resources Specialist

VA Medical Center
Atlanta, Decatur, GA
05.2014 - 01.2016
  • Annual Salary: 67,313.00, Hours per week: 40, Series: 0201 Pay Plan: GS Grade: 11, Supervisor: Wanda Hines (404) 321-6111, Okay to contact this Supervisor: Yes
  • Performed duties of a Human Resource Generalist by providing human resources services for selected service lines for 250 (+) employees
  • Served as one of 4 principal point of contacts for Nursing, and served as principal point of contact for Canteen, Social Work and Nutrition and Food Service Line (Title 5, Title 38, and Hybrid Title 38)
  • This required organizational skills and extensive knowledge of Federal personnel laws regarding Title 5, Title 38, and Hybrid Title 38 positions utilizing OPM and VHA policies, and other pertinent regulatory guidelines relating to the major functional specializations of personnel
  • Recruitment and Placement (Primary Specialization) – Advised and consulted management officials regarding appropriate recruitment strategies for specific vacancies in accordance with OPM and VHA policies
  • Independently perform routine technical assignments such as developing vacancy announcements, assessment questionnaires, determining minimum qualifications, issuing referral certificates, and closing out vacancies using USA Staffing
  • Contacted selected candidates, determine salary offer, schedule pre-employment physicals, create offer letter, and gather related payroll information
  • Processed personnel requests using correct Nature of Action (NOA) codes, Legal Authorities, and remarks using GPPA
  • Determined service computation dates for those new employees with other creditable service
  • Utilize VALOR Student appointments, and temporary appointments for selected strategies
  • Also utilized recruitment strategies such as relocation, and retention incentives for selected eligible positions
  • Serves as the H.R
  • Technical Advisor to the Nurses, Licensed Practical Nurse/Nursing Assistants and Medical Support Assistant Professional Standards Board
  • Compensation – Sufficient knowledge of federal compensation practices to adequately advise managers and supervisors on common issues such as promotions, changes to lower grade, moves between duty stations in different locality areas, and application of highest previous rate
  • Familiar with different pay scales such as the GS Locality Scale, Nurse Locality Pay System, Special Salary Rate Schedules, and Physician/Dentist pay scales
  • Advised managers and supervisors in using recruitment incentives such as EDRP, Above Minimum Pay Rates, and Recruitment/Relocation incentives
  • Classification –Served as Atlanta Medical Center Classification Liaison to the VISN Classification proponent applying OPM and VA Classification regulations in determining and comparing existing standards related to the target work to be performed, prepared/coached on how to prepare classification evaluation statements
  • Assisted with position classification standards to ensure that positions are classified with the appropriate title/series/grade
  • Vetted Functional Statements for Title 38 and Hybrid Title 38 positions
  • Reviewed classification actions for all servicing organizations prior to submission to the VISN
  • Communicate with managers as a gaining resource of appropriate information to build classification request/actions
  • Assess recruitment needs and resolve recurring and complex issues by researching and analyzing problems and providing recruitment and classification strategies to help managers and supervisors meet their mission to recruit and retain a highly effective, capable force
  • Uploaded all VAMC classification request to the Classification SharePoint
  • Systems and Resource Used--Input and retrieved data from personnel systems, such as HRWeb, HRSmart, VISTA, and USA Staffing Applications (vacancy announcements and referral certificates), etc
  • Performed staffing and pay setting guidelines to include Title 5, Title 38, and Hybrid Title 38., with the ability to apply sound knowledge of Title 38 and Hybrid Title 38
  • Process recruit-fill staffing actions; created vacancy announcements and distribute referral list utilizing USA Staffing; position builds and routine classification actions, while adhering to merit principles guidelines
  • Utilized various processing manuals and handbooks such as the Title 38 and Hybrid Title 38 handbook, the Guide to Processing Personnel Action (GPPA), VA job aids, and Code of Federal Regulations, etc
  • Planned and completed special projects and assignments such as fact-finding on unusual, proposed personnel actions, which includes but not limited to processing Special Salary Rate actions for VAMC Title 38
  • Served as the Medical Support Assistant, Nurses, Nursing Assistant and Licensed Practical Nurses Professional Standards Boards Technical Advisor
  • Coordinated with the HR-IS on the building of SharePoint sites for Classification, Nursing and MSA Boarding automation
  • Utilizing WebHR Reports and VISTA PAID Adhoc reporting tool extract and distribute in presentation formatting for Human Resource Officer/Supervisor/Designee on the Review and Analysis’ (R&A) data for fiscal year/quarterly reporting.

Human Resources Specialist

CHRA-Civilian Personnel Advisory Center
Fort Bragg, NC
01.2013 - 05.2014
  • Annual Salary: 57,041.00, Hours per week: 40, Series: 0201 Pay Plan: GS Grade: 09, Supervisor: Dr
  • Milicia Johnson (910) 527-3404, Okay to contact this Supervisor: Yes
  • Served as a Human Resource Generalist providing Human Resources services for selected service lines for 250 (+) employees
  • Served as the principal point of contact for the Information Management Department, Department, Department of Logistics and Optometry, Title 5), requiring organizational skills and extensive knowledge of Federal personnel laws regarding Title 5 positions utilizing OPM policies, and other pertinent regulatory guidelines relating to the major functional specializations of personnel
  • Recruitment and Placement--Responsible for applying Human Resources methods, principles, practices, laws, regulations, and policies sufficient to advise on and/or resolve the complex, precedent, and unprecedented operational problems on merit system principles, prohibited personnel practices, and the development and use of valid selection criteria
  • Apply comprehensive knowledge in recruitment, staffing, classification, and basic management-employee relations
  • Assess recruitment needs and resolve recurring and complex issues by researching and analyzing problems and providing recruitment and classification strategies to help managers and supervisors meet their mission to recruit and retain a highly effective, capable force
  • Assess customer’s needs and provide expert human resource management advisory and sound technical services while adhering to staffing and classification regulations
  • Identify, evaluate, and recommend alternative solutions to management
  • Advise management on recruitment strategies, sources, and special programs such as recruitment, relocation, and retention incentive programs
  • Execute recruitment through priority placement programing when registering customers for the family/spouse programs
  • Compensation – Utilizing Federal Compensation guidance, advised managers and supervisors on common issues such as promotions, changes to lower grade, moves between duty stations in different locality areas, and application of highest previous rate
  • Familiar with different pay scales such as the GS Locality Scale, Nurse Locality Pay System, Special Salary Rate Schedules, and Physician/Dentist pay scales
  • Assisted organizations with mock VERA/VSIP retirement sessions for employees and provided briefing of the same
  • Managed and maintained cradle to grave requests for personnel actions and provided advice/assistance in all stages of the recruitment process
  • Classified General Schedule and Wage Grade positions in accordance with OPM Classification and prepare classification evaluations
  • Advised managers and supervisors in using recruitment incentives such as Above Minimum Pay Rates, and Recruitment/Relocation incentives
  • Classification-- Determined the correct classification by comparison to existing standards related to the work and prepare necessary evaluation statements
  • Utilize position classification standards to ensure that positions are classified with the appropriate title/series/grade
  • Review classification actions for all servicing organizations
  • Communicate with liaisons to get appropriate information to build classification actions
  • Systems and Resources Used-- Assist organizations with VERA/VSIP retirement sessions for employees and provided briefing of the same
  • Input and retrieve data from personnel systems, such as CPOL Portal, USA Staffing Applications, Workforce Planning Tool, DCPDS, ASARS, FASCLASS, etc
  • Perform staffing and pay setting guidelines to include Title 5, ability to ascertain, process and apply Title 38 and Hybrid Title 38
  • Utilize various processing manuals and handbooks such as the Priority Placement Program (PPP) handbook, the Guide to Processing Personnel Action (GPPA), Civilian Human Resource Agency job aids, Code of Federal Regulations, etc
  • Special Projects and Reporting--Plan and completed special projects and assignments such as fact-finding on unusual, proposed personnel actions, which includes but not limited to processing mass Special Salary Rate actions for WAMC providers
  • Assist organizations with VERA/VSIP retirement sessions for employees and provided briefing of the same
  • Plan and completed special projects and assignments such as fact-finding on unusual proposed personnel actions, which includes but not limited to processing mass Special Salary Rate actions for WAMC providers, Conditions of Employment Classification updates, provided Union information in regards to historical and statistical data and served on the VERA/VSIP for WAMC team by calculating severance pay calculations, as well, researched, updated presentation and distributed FERS/CSRS packages for VERA/VSIP personnel
  • Utilizing Business Objects Administration Reporting System & CHRA Regional Reporting Pink and Blue Custom Reporting tool, pull, maintain, and provide.

FACILITATOR

Workforce Management Support Spec, U.S. Army Corps of Engineers
Jacksonville, FL
12.2008 - 01.2013
  • PROJECT LEAD AND SME:
  • Coordinate program requirements with management and other personnel as necessary
  • Conduct position management and classification studies and surveys following established procedures to schedule, report and present results and recommendations
  • Research organization and position structures, conducts on-site or telephonic reviews, and completes studies for reorganizations, application of new classification standards, consistency reviews, and other surveys for program review
  • Provide advice concerning principles and procedures of position management and classification to staff and to employees, supervisors, and managers during the survey/study process
  • ADVISEMENT AND MENTORSHIP:
  • Serve as Acting Branch Chief during their absence due to leave/military orders
  • Give advice, counsel, or instruction to employees on both work and administrative matters; Provide Classification Advisory on performance and position base inquiries; Serve as a change agent with employees and managers with EEO and Union base issues regarding the classification and authorization of employee’s PDs
  • Provided a wide range of Federal HR theories, concepts, laws, rules, regulations, etc
  • Advisement and performance in difficult and/or complex assignments
  • Demonstrated skills in written and oral communication for the preparation of reports, presentations, and provided defensive documentation of findings to support actions
  • Analyzed information and proposed one or more solutions or approaches to issues and recommending courses of action
  • Fully customer service driven while building strong relationship with managers, supervisors, and employees in the service lines and related networks
  • Consistently, provide professional and timely customer service by phone, electronically or in person organizational leadership, supervisors, and appointees
  • Effectively, communicate professionally orally to audiences, but not limited to, peers, senior, middle, and lower management teams., PROJECT LEAD AND SME:
  • Serves as the Primary facilitator for the HR for Supervisors-Classification and HR Classification Refresher Workshop
  • Attend Headquarter/State Classification Proponent meetings and provide Supervisory/Director briefing
  • Serve as a guest classifier on the Classification Advisory Council
  • Lead a variety of classification programs including but not limited to Environmental Differential Pay (EDP), Hazardous Duty Pay (HDP), Wage Survey, draft classification standards, competitive level descriptions, and various initiatives
  • Provide advice and assistance on automated personnel programs and classification system and organization/position requirements of the Defense Civilian Personnel Data Systems (DCPDS)
  • Build position builds withing DCPDS, IAW NGB guidance
  • Input and retrieve data from DCPDS, assures accuracy of organization and position data, and initiates corrective action when necessary
  • Coordinate program requirements with management and other personnel as necessary
  • Conduct position management and classification studies and surveys following established procedures to schedule, report and present results and recommendations
  • Research organization and position structures, conducts on-site or telephonic reviews, and completes studies for reorganizations, application of new classification standards, consistency reviews, and other surveys for program review
  • Provide advice concerning principles and procedures of position management and classification to staff and to employees, supervisors, and managers during the survey/study process
  • ADVISEMENT AND MENTORSHIP, Serve as supervisor to a mix team of Title 32 and Title 5 personnel
  • Responsible for planning work to be accomplished by subordinates, set and adjust short-term priorities, and prepare schedules for completion of work; Assign work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees; Evaluate work performance of subordinates; Give advice, counsel, or instruction to employees on both work and administrative matters; Interview candidates for positions in the unit; recommend appointment, promotion, or reassignment of the same; Hear and resolve complaints from employees, referring group grievances and more serious unresolved complaints to a higher-level supervisor or manager; Effect minor disciplinary measures, such as warnings and reprimands, recommending other action in more serious cases; Identify developmental and training needs of employees, providing or arranging for needed development and training; Find ways to improve production or increase the quality of the work directed; Establish performance standards
  • Provide Classification Advisory on performance and position base inquiries; Serve as a change agent with employees and managers with EEO and Union base issues regarding the classification and authorization of employee’s PDs
  • Serve as Classification Advisor Trainer for the National Guard Bureau
  • Provided a wide range of Federal HR theories, concepts, laws, rules, regulations, etc
  • Advisement and performance in difficult and/or complex assignments
  • Demonstrated skills in written and oral communication for the preparation of reports, presentations, and provided defensive documentation of findings to support actions
  • Analyzed information and proposed one or more solutions or approaches to issues and recommending courses of action
  • Fully customer service driven while building strong relationship with managers, supervisors, and employees in the service lines and related networks
  • Consistently, provide professional and timely customer service by phone, electronically or in person organizational leadership, supervisors, and appointees
  • Effectively, communicate professionally orally to audiences, but not limited to, peers, senior, middle, and lower management teams., PROJECT LEAD AND SME:
  • Serves as the Primary facilitator for the HR for Supervisors-Classification, FLSA Audit Tool, HR for Liaisons and Lunch-Learn for HR for Supervisors and Liaison’s Refresher
  • Serve as FLSA project lead and SME, coordinate local reviews & analysis and reporting of the same to both the CPAC Director and CHRA Proponent monthly
  • Maintain and update Master vs Sequence error report
  • In the event of needed change, complete Union, Supervisory and employee notifications in regard but not limited to FLSA audit determinations/updates
  • Authored papers for quarterly, "Tips and Tidbits" segments regarding Comp Level/Area and Desk Audit and Appeals
  • Attend all monthly/called CHRA Regional Classification Proponent meetings and provide supervisory/Director briefing
  • Respond to all FLSA Regional data calls
  • Attend Garrison Commander cohort weekly meetings in the absence of the CPAC Director
  • Serve as the Federal Wage System Survey Host and Chairperson for the full scale and wage change surveys for the Department of Defense where I am responsible for completing and distributing the “Notice of Hearing” to all DoD and Non-DoD activities within the wage area
  • Responsible for Defense Civilian Personnel Advisory Service-Wage and Salary Division (DCPAS-WSD) Project Officer, Data Collectors and Management Representatives coordination to administer the policies as set forth under DoD Instruction 5120.39
  • Hear the presentation of information, request and recommendations of local organizations and individuals concerning the geographic area, industries inclusions, establishments, and jobs to be covered in the wage survey and prepare a report with a concurrence/not of the same
  • ADVISEMENT AND MENTORSHIP:
  • Provide Staffing and LMER peer Classification Advisory on performance and position base inquiries; on occasion assist with deescalating disgruntle employees with EEO and Union base issues regarding the classification of employee’s PDs
  • Created installation classification submission and priority spreadsheets, developed the computer equipment roster, and updated the recall roster as requested
  • In the absence of the Information Specialist, set-up classroom and provide CSR assistance to fellow CPAC personnel on Software and Hardware issues when needed
  • Provided a wide range of Federal HR theories, concepts, laws, rules, regulations, etc
  • Advisement and performance in difficult and/or complex assignments
  • Demonstrated skills in written and oral communication for the preparation of reports, presentations, and provided defensive documentation of findings to support actions
  • Analyzed information and proposed one or more solutions or approaches to issues and recommending courses of action
  • Fully customer service driven while building strong relationship with managers, supervisors, and employees in the service lines and related networks
  • Consistently, provide professional and timely customer service by phone, electronically or in person organizational leadership, supervisors, and appointees
  • Effectively, communicate professionally orally to audiences, but not limited to, peers, senior, middle, and lower management teams., Annual Salary: 55,354.00 USD, Hours per week: 40, Series: 0301 Pay Plan: GS Grade: 09, Supervisor: Stephen Duba (904)232-1118, Okay to contact this Supervisor: Yes
  • Serve as the principal assistant to the Division Chief on matters pertaining to the division workforce, its position and organization structures, and its Full-Time Equivalent (FTE) allocation
  • During FY11, I initiated and completed 46 recruit/fill Request for Personnel Actions (SF52) and approximately 30-40 miscellaneous SF-52's ranging but not limited to realignments, reassignments, management directed reassignments, awards, schedule changes, name changes, temporary promotions, suspensions, separations etc
  • Utilizing the Defense Civilian Personnel Data System (DCPDS) and AutoNOA Applications
  • Provide key assistance to the Division Chief, Assistant Chief, 3 Branch Chiefs, 4 Area Engineers, 11 Resident Office which is staffed with 19 Resident and Project Engineers in facilitating the performance of their employment management and official structure responsibilities
  • Serve as the Division primary liaison with Human Resources Office, Equal Employment Office and Resource Management Office on matters relating to organization structure, the assignment of functional responsibilities, and FTE usage
  • Participate in the Position Management planning, coordination, analyses, direction and evaluation of the Division administrative missions and operations
  • Participate and provide significant input in planning and management studies, necessitated by program and organizational changes
  • Make recommendations pertaining to operating practices
  • Serve as central point of contact for authoritative information on human resources related policies, procedures, and requirements of the Division
  • Perform work based on broad experience and familiarity to organizations, missions, applicable policies, procedures and regulations, and pertinent precedent cases, with practical knowledge of guidelines associated with the programs of the Division
  • Provide recommendation on the most economical methods of achieving administrative goals and objectives
  • Make recommendations for courses of action, implementation, or revisions
  • Explain necessity for changes to administrative personnel, clarifies new procedures, and provide guidance in the application of new administrative guidelines
  • Use knowledge of organizational and management alternative organization and reporting procedures
  • Actively participate in staff and management level meetings and discussions pertaining to the activities encompassed in the admin and management functions of the Division
  • Advise Division personnel on a variety of substantive, procedural and policy matters pertaining to personnel functions such as recruitment, position management and classification, employee/management relations, employee entitlement and awards, and training
  • Advise Division management and staff of changes affecting functional areas
  • Prepare draft job descriptions, crediting plans, performance plans, training plans, awards, based on recruitment strategy briefings with Chiefs and supervisors utilizing the Fully Automated System for Classification (FASCLASS)
  • As well, provide and or ensure full justification is provided on all personnel and position action requests
  • Plan and complete special projects and assignments such as fact-finding on unusual, proposed personnel actions, developing structural change packages, coordinating the preparation of justification packages on FTE changes
  • Obtain and provide data and other information on Division Human Resources Management activities as requested by the Human Resources Office
  • As Division Training Officer, coordinate local training needs, requirements, request, and budget; assess sources for local unique or specialized training, determine delivery methodology, and procures with consideration cost effectiveness and availability
  • Serve as the Contractor Verification System Trusted Agent for 25+ contracting employees and subject matter expert of the same
  • Served as Division NSPS Pay pool Administrator.

Education

MA Degree - Human Resources Management

Webster University
03.2012

BS Degree - Workforce Education, Development and

Southern Illinois University
12.2005

Skills

  • Personnel Engagement
  • Policies Implementation
  • HR Program Development
  • Pre-Employment Screening
  • Talent Management
  • Organizational Development
  • Training Development
  • Recruiting
  • Staff Management
  • Payroll and Benefits Administration
  • Manager Coaching and Training
  • Data Evaluation
  • Performance Management
  • Training and Mentoring
  • Interviewing Techniques
  • Employee Onboarding
  • Recruitment Strategies
  • Workforce Planning
  • Personnel Recruitment
  • Recruitment
  • Recruitment Planning
  • HR Services
  • Onboarding and Orientation
  • Diversity and Inclusion
  • Workplace Diversity Cultivation
  • Project Planning
  • Payroll Administration
  • HR Policy/Procedure Development
  • Presentation Preparation
  • Exit Interviews
  • Microsoft Office Suite
  • Job Analysis
  • Talent Acquisition
  • Project Management

Affiliations

Former-Society for Human Resources Management - National and Local Chapter Member

Accomplishments

  • Section 888, 2006
  • Combating Human Trafficking, 2009, 2012, 2013, 2017-present
  • SHARP, 2009, 2010, 2011, 2012, 2013, 2017-present
  • Information Awareness, 2009, 2010,2012, 2013, 2014, 2017-present
  • Army Suicide Prevention, 2009, 2012, 2017-present

Certification

and refresher 06/2018 Intermediate Classification 12/2019 Basic Classification (online) 1-22-2013 Basic DCPDS for Army HR Professionals (online) 1-22-2013 Basic Processing Personnel Actions (CORR – PROC7003N) 05-03-2013 BASIC STAFFING 5/3/2013 Business Objects Intelligence (Web-Design BOXI) 5/9-13/2011 Business Objects XI (BOXI) (videos) 1-23-2013 Business Objects XI Basics (online) 1-23-2013, FISCAL LAW 6/27/2007 FUNDAMENTALS OF PAYSETTING 6/28/2013 Guide to Processing Personnel Actions (GPPA) (online) 2-19-2013 HR ADVISOR 9/20/2013 HR Orientation (online) 1-22-2013 Introduction to Job Design (online) 1-23-2013 Introduction to Organizational Design (online) 1-23-2013 JOB ANALYSIS WITH OCCUPATIONAL QUESTIONNAIRE 5/10/2013 NSPS 101 3/1/2007 NSPS HR ELEM / PERF MGT FOR EMPL 4/3/2007 NSPS PAY POOL MANAGEMENT 8/20/2009 NSPS PERF MGT FOR EMPL 4/3/2007 Pay Setting (CHRA classroom – TR8APAY) 06/25-27/2013 Pay setting for FWS Positions (CORR – PADM7001N) 06/25-27/2013 Pay setting for GS Positions (CORR – PADM7002N) – 06/25-27/2013

References

References : Vanessa Kelly, IDEA Integrations, Naval Hospital Jacksonville, System Administrator, (904)542-7740, Vanessa.Kelly.CTR@med.navy.mil Milicia Johnson, FORSCOM, Senior Human Resources Specialist, (910) 527-3404, milicia.johnson.civ@army.mil Michele Fleshman-Clark, U.S. Army Corps of Engineers-Retired, Supervisory Budget Analyst, (904) 955-9103, Michele.A.Fleshman-Strauther@usace.army.mil

Timeline

Human Resources Specialist

Tobacco, and Explosives
01.2022 - Current

Human Resources Specialist, Supervisor

Joint Forces Headquarters National Guard
01.2021 - 01.2022

Human Resources Specialist, Classifier

CHRA
08.2017 - 01.2021

Human Resources Specialist

Charles George VA Medical Center
01.2016 - 08.2017

Human Resources Specialist

VA Medical Center
05.2014 - 01.2016

Human Resources Specialist

CHRA-Civilian Personnel Advisory Center
01.2013 - 05.2014

FACILITATOR

Workforce Management Support Spec, U.S. Army Corps of Engineers
12.2008 - 01.2013

MA Degree - Human Resources Management

Webster University

BS Degree - Workforce Education, Development and

Southern Illinois University

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