Melina Avakian

Oversaw policy compliance efforts by researching emerging regulations, drafting policy documents and standard operating procedures, coordinating inter-agency reviews, and facilitating implementation through training, enhancing policy clarity and operational consistency.

· Researched emerging regulations, drafted comprehensive policy documents and standard operating procedures, coordinated inter-agency reviews, and facilitated implementation through training and communication strategies, improving policy clarity and operational consistency.

· Provided high-level consultative services on complex compliance and policy matters; interpreted OPM guidelines, federal laws, and agency directives to resolve high-visibility issues, conducted root-cause analyses of audit findings, and developed targeted corrective plans that mitigated non-compliance risks and enhanced overall human capital management effectiveness (e.g., Department of Transportation, U.S. Census, etc.).

· Participated in HR compliance audits and internal control reviews across multiple organizational components; planned audit scope, conducted in-depth fact-finding and data analysis, identified deficiencies in staffing, classification, performance management, and employee relations programs, and issued detailed reports with corrective action recommendations, achieving sustained compliance during an OPM audit.

· Collaborated with the HR Director, Legal, and senior management to conduct regulatory research during HR compliance audits to evaluate agency adherence to federal statutes (MSP/PPP), OPM directives and transmittals, Executive Orders, and relevant case law; identified potential violations and recommended corrective actions to mitigate legal risks.

· Performed rigorous legal analysis and research throughout the audit lifecycle to ensure HR practices complied with applicable laws and documented evidence of compliance or deficiencies, reducing exposure to appeals, investigations, or penalties.

· Integrated advanced research on federal personnel laws into audit methodologies and quality assurance processes; stayed current on regulatory changes through ongoing monitoring of OPM, MSPB, and legislative updates, enabling proactive identification of compliance gaps and strengthening agency-wide HR accountability.

Directed executive performance

· Led administration of agency-wide executive performance management programs for Senior Executive Service (SES) and Senior Professionals, developing and issuing comprehensive opening, mid-year progress, and closing guidance to ensure full compliance with OPM regulations throughout the performance lifecycle.

· Collaborated strategically with Office of Personnel Management (OPM), agency executive leadership, and cross-functional stakeholders to drive effective executive resource planning, workforce succession, and adherence to federal SES standards, enhancing organizational talent management and regulatory compliance.

· Served as subject matter expert advising senior agency leaders and executives on complex SES and Senior Professional policies, strategic workforce planning initiatives, and organizational restructuring efforts, influencing high-level decisions on talent deployment and structural alignment.

· Oversaw establishment and execution of executive performance plans agency-wide, including documentation of mid-progress reviews, determination of final ratings, and resolution of performance-related issues to maintain accountability and fairness in senior-level evaluations.

· Directed coordination of Performance Review Board (PRB) processes, including preparation of comprehensive PRB packages, facilitation of kick-off meetings, management of access to USA Performance system, and provision of authoritative guidance on rating criteria and requirements for board members and executives.

· Managed communication and processing of executive performance awards and pay adjustments, calculating amounts, notifying SES members, and initiating timely personnel actions through HR systems to ensure accurate and on-schedule implementation of compensation decisions.

· Led maintenance and certification of agency Office of Inspector General (OIG) information systems under FISMA guidelines, including updating system descriptions, drafting/submitting biannual certification documents, and coordinating with stakeholders to achieve full compliance and mitigate risks.

Resolved employee conflicts

· Conducted comprehensive investigations into employee grievances, misconduct, and disciplinary matters, ensuring strict adherence to applicable federal regulations and agency policies.

· Managed complex employee relations cases, meticulously documenting all actions and decisions in accordance with federal requirements and HR best practices.

· Developed and implemented strategies to enhance workplace morale, reduce employee grievances, and foster a positive and inclusive organizational culture.

· Collaborated with the Office of Counsel to coordinate legal reviews and finalize official correspondence, memoranda, and disciplinary actions for distribution to employees, leadership, and external stakeholders, including the Office of Personnel Management (OPM).

· Supported the Office of Civil Rights in planning and coordinating Alternative Dispute Resolution (ADR) meetings to facilitate effective conflict resolution.

Evaluated position classifications

· Conducted desk audits and position management reviews to address disputes and to maintain consistency across the OIG by supporting strategic workforce initiatives and aligning position structures with organizational goals.

· Developed and reviewed position descriptions to ensure clarity, accuracy, and alignment with organizational objectives.

· Ensured PDs adhered to federal regulations, including agency-specific classification guidelines.

· Expertise in evaluating and deciding classification appeals, while performing internal quality control reviews to ensure readiness for external audits.

· Established and stabilized the OIG Classification program, defining supervisory responsibilities

through open communications with SES and leadership teams.

· Designed and deployed the first Inter-Agency PD Library for the Council of the Inspector General on

Integrity and Efficiency (CIGIE).

Managed training programs

· Stabilized and strengthened mandatory training initiatives for the Office of Inspector General, aligning programs with organizational strategic goals, OPM guidelines, and federal workforce development requirements, ensuring 100% compliance across all personnel while reducing overdue completion rates by 20%.

· Facilitated high-impact virtual training sessions on critical topics including leadership development, workplace policies, ethics, and compliance with federal regulations, reaching over 200 employees annually and receiving consistently high satisfaction ratings.

· Managed and optimized the agency’s Learning Management System (LMS) platforms to ensure seamless delivery, accurate tracking, robust reporting, and data-driven insights into training effectiveness and completion trends.

· Designed and implemented comprehensive leadership training initiatives, including supervisory and managerial development programs, to build a strong pipeline of qualified leaders ready for promotion and increased organizational capacity.

· Ensured timely completion of all mandatory federal training requirements, including Controlled Unclassified Information (CUI), Records Management (RM101), Cyber Awareness, Insider Threat Awareness, USERRA, Disability Hiring, and additional compliance programs, achieving and maintaining near 100% on-time completion rates.

· Collaborated closely with HR leadership and senior OIG executives to develop, update, and enforce training policies and procedures in full compliance with federal guidelines, OPM standards, and Inspector General community best practices.

· Promoted a culture of continuous learning by developing and delivering workshops, seminars, and targeted employee engagement activities, while building strong cross-functional relationships that increased participation in professional development opportunities.

· Directed the full lifecycle of mandatory and developmental training programs for a diverse OIG workforce, transforming reactive compliance efforts into a proactive, mission-aligned learning ecosystem that supported audit, investigation, and oversight excellence.

· Conducted regular training needs assessments and skills gap analyses in partnership with HR and program offices, resulting in more targeted and effective leadership development curricula tailored to OIG’s unique oversight mission.

· Leveraged data analytics from the LMS to monitor training effectiveness, identify trends, and provide executive leadership with actionable reports on workforce readiness and compliance posture.

· Championed innovative delivery methods (blended learning, microlearning, and virtual platforms) to accommodate a hybrid/remote workforce while maintaining high engagement and knowledge retention.

· Served as the primary subject matter expert and point of contact for all training-related audits, inspections, and reporting to OIG leadership and external oversight bodies.

Oversaw HR functions

· Managed multiple HR programs to include Classification, Executive Resources (SES/SL Classification, Performance Management in USA Performance, Employee Relations, etc.), Training & Development, Employee Relations, Drug Free Workplace Program, Medical Clearance procedures for 1811 criminal investigators, Fit Time, Time and Attendance, Employee Assistance Program (EAP), USA Staffing New Hire procedures, eOPF submissions, 450/278 Disclosure filer notifications, and separations actions.

· Provided executive-level advisory services and strategic guidance to senior leadership (SES, GS-15, and political appointees) on the interpretation and application of complex OPM classification standards, pay setting, position management principles, executive resources board processes, and performance appraisal systems; resolved high-visibility classification appeals and compensation issues, reducing processing time by 40% and ensuring equitable and defensible actions.

· Served as the agency's primary expert on executive resources programs, coordinating Senior Executive Service (SES) and Senior Level (SL) performance reviews, qualifications review boards, and pay/performance linkages, briefing materials, and recommendations for agency executives, supporting effective talent management and mission-critical leadership development.

· Exercised full supervisory responsibilities including assigning work, setting priorities, evaluating performance, identifying training needs, mentoring staff, resolving conflicts, and managing a multi-year budget or resource plan to optimize HR service delivery.

· Served as senior HR liaison with OPM, interagency partners, and external stakeholders on complex or precedent-setting issues, representing the agency in audits, inspections, and working groups while ensuring 100% compliance with mandatory training, records management, and reporting requirements.

• Conducted comprehensive job analyses for a wide range of positions, developing valid qualification requirements, rating factors, specialized experience, and assessment tools in accordance with OPM Qualification Standards and agency merit promotion plans.
• Developed and posted vacancy announcements using USA Staffing, employing targeted recruitment strategies and appropriate hiring authorities to attract diverse, highly qualified applicants.
• Evaluated applicant qualifications and eligibility for competitive and excepted service positions, applying OPM standards, veteran's preference rules, and agency-specific criteria; adjudicated qualification disputes and issued referral lists/certificates to hiring managers with clear justifications.
• Provided expert advisory services to supervisors and hiring managers on all aspects of recruitment and placement, including strategic workforce planning, recruitment sources, pay setting (e.g., superior qualifications, advanced in-hire rates), and selection procedures, resulting in reduced time-to-hire and improved quality of hires.
• Managed full-cycle recruitment and placement processes for assigned organizations, ensuring compliance with federal merit system principles and EEO guidelines while executing position description reviews, announcement development, application screening, interview coordination, and onboarding.
• Performed qualification determinations and resolved complex staffing issues such as priority placement, reemployment priority lists, reduction-in-force (RIF) impacts, and interagency transfers, delivering clear written and oral guidance to stakeholders.
• Collaborated with HR leadership and program offices to design recruitment strategies that addressed critical skill gaps and diversity/inclusion goals, leveraging multiple appointment authorities to fulfill organizational mission requirements.
• Utilized HR information systems (USA Staffing, eOPF, etc.) to track recruitment metrics, generate reports on applicant flow, time-to-fill, and cost-per-hire, and provide data-driven recommendations to improve staffing efficiency.