Samantha Stanley

• Works closely with hiring managers to facilitate personnel recruitments; development and submission of job descriptions; position descriptions, addendums, and classification; maintenance of local personnel files; and strategies, recommendations, and decisions.
• Serves as a local representative for HR organizations in local management meetings to include leave and benefit entitlements.
• Reviews all outgoing correspondence for signature of various VA officials. Ensures correspondence conveys a professional and complete response and is properly formatted. Ensures correspondence appropriately references existing policies.
• Performs HR work associated with a wide array of program activities including, but not limited to, HR actions such as classification, recruitment and placement, within grade increases, promotions, off boarding, employee benefits, position description management and document management related to all HR actions.
• Serves as HR administrative contact between the division and HR Center all things related to HR (classification, recruitment and placement, work life benefits, labor employee relations). Submit all actions in MSS for HRC to review and process
• Assist hiring managers with recruitment docs such as obtaining PDs, VA 0938, Crediting Plan, Recruitment Request form for job announcements to be posted by HRC. Use of eClass to submit PDs for recertification, creation, or updates.
• Systems used but are not limited to the following: USAStaffing, HRSmart, eClass, ePerformance, FSC, e-Verify, govTA, Microsoft Suite: Outlook, Teams, SharePoint, Excel, Word; Adobe Acrobat Pro/Reader.
• Formulates and/or recommends directives, guidelines, policies, plans or procedures to administer or carry out HR functions which support Insurance Service operations supporting delivery of benefits or services to veterans.
• Daily Tasks include but are not limited to the following: Review and respond to shared mailbox for HR related inquiries from employees such as: processing of awards, pay (debt, career ladder promotions, within range increase, tax forms, change in duty station) benefits enrollment (add/remove enrollees), update to beneficiary forms, respond to HRC, FMLA requests. Run reports for CLP, WIGIs, FMLA, LWOP to update division chiefs, submit MSS requests for all employee HR personnel actions, but not limited to the following CLP, WIGI, reassignments, awards, reports to updates, separations, recruitment requests for HRC to process. Submit FSC tickets on behalf of employees for payroll, removal of city/local taxes, FMLA, DVL etc.
• Prepares clear, concise, and technically accurate documents. Assists in developing and updating procedural guidance and ensures updates to procedural guidance is communicated to Insurance Service leadership and staff, as appropriate.
• Research policy and guidance in VA Handbooks, OPM, eCFR, OCHO Bulletins for complex issues related to but not limited to the following such as pay related HPR, MPR, change to lower grade: reassignments, DVL, FMLA, and leave.
• Prepares documentation for management involved in disciplinary and adverse actions, grievances, and related processes. Provides advice and guidance to management and other parties on the rules, regulations, processes and procedures, authorities and guidelines that govern the processing of HR actions that can have a significant impact on an employee's career.
• Review/Creation of Standard of Procedures for HR related tasks: onboarding, exit process, return of certificate of eligible for staffing actions.
• Applies analytical and evaluative methods and techniques to issues or studies concerning substantive administrative support functions.
• Reviews correspondence submitted by technical staff. Ensures correspondence is grammatically and technically accurate, and properly formatted. Makes edits as necessary.
• Assists supervisors in writing position descriptions, FQLs and standards. Prepares recruitment packages. Reviews paperwork, vacancy announcements and reports for each of these HR items. Coordinates reassignments, retirements, promotions, transfers. Coordinates telework requests.
• Prepare, monitor, and track actions, conducts follow-up, and keep customers informed of HR related development.
• Serves as a liaison with the Office of Human Resources on Employee & Labor relations issues.
• Assists in new employee orientation and onboarding of all new employees.

• Counsel personnel concerning policies, procedures, and best practices. Resulting in identifying risks and creating effective solutions for both the employees and the organization

• Ensures HR personnel actions are tracked, keyed, and completed in HRsmart which include: LWOP, FEGLI, Name changes, Resignations, and ETC

• Utilizes diverse knowledge of human resources/personnel management best practices and procedures to identify, evaluate, and integrate the widest range of considerations into problem solving efforts for serviced organizations.

• Answers questions from employees and managers on a variety of personnel management matters related to the assigned personnel management functions. Utilize various Human resource systems, prepared and coded actions for personnel.

• Responsible for administering and providing advisory services on the Federal employee group life insurance, health benefits, and the Thrift Savings Plan programs, leave administration and other worklife benefits.

• Serves as the specialist on benefits issues, retirement benefits issues, health benefits issues, and insurance coverage options.

• Training employees and supervisors regarding the latest information on all Federal benefits.

• Assisting supervisors in planning and carrying out worklife projects to inform employees regarding a range of available worklife programs regarding child care, emergency back-up dependent care, employee assistance, health and wellness promotion, flexible work schedules, etc.

• Developing worklife benefit's program information materials.

• Planning and carrying out efforts to initiate, streamline, or modify worklife programs to optimize their usefulness in meeting employee needs

-Advisory Services

• Counsels management, employees, and beneficiaries on program coverage, options, variances in coverage, and advantages and disadvantages of benefits. Advisory includes creditable military service, social security entitlements and off-set, retirement options and benefits, death benefits, TSP options and life and health insurance options and elections.

• Processing leave requests for special leave programs, along with coding leave without pays in HRSmart system.

• Researching and resolving work life benefits problems including correcting employee records as necessary.

• Providing information on creditable military service, social security entitlements and off-set, retirement options and benefits, death benefits, TSP options and life and health insurance options and elections to ensure new employees make decisions with full awareness of federal benefits package.

• Review/upload documents in employees Electronic Official Personnel File(eOPF) and verified the legality and accuracy of processed actions.

• Generates queries and reports from various computer systems as needed to retrieve information for data verification.

• Responsible for assisting the HRM Liaison in coordinating and directing various personnel programs designed to address human resource needs of the Regional Office.
• Carry-out all staffing and placement activities associated with the filling of positions and vacancies, to include advising and exercising a multitude of hiring authorities and policies (i.e., Direct Hire, Excepted Service, Internal or Merit Promotion, and Delegated Examining);
• Prepare job announcements, having worked with management on type of advertisements, nature of appointments, etc.;
• Serves as advisor and consultant to the Regional Office supervisors, and employees.
• Assists in coordinating and facilitating work for those programs centralized to the Area HRM Office (recruitment & placement, classification, personnel action processing and recordkeeping).
• Provide guidance to management on a wide range of personnel management issues, practices and policies.
• Advise employees on a variety of personnel management issues, practices and policies.
• Make recommendations to management on how to effectively use staffing flexibilities and the position management system.
• Provide guidance to managers on the impact of decisions on recruitment and placement issues on employee-management relations.
• Conduct complex management or organizational studies to determine the most appropriate action to take.
• Develop procedures and policies based on broad, non-specific guidelines.
• Revise existing operating procedures based on new guidelines.
• Ensures work is thorough and pays attention to detail.
• Process FMLA,VLTP, FEHB, and all other benefits.
• Organizes work, sets priorities and determine resource requirements.
• Coordinates with others to accomplish goals.
• Deals calmly and effectively with high stress situations.
• Explain procedures and benefits to employees and applicants.
• Review employees Electronic Official Personnel File(eOPF) in order to verify the legality and accuracy of processed actions.
• Generates queries and reports (HRSMART) from various computer systems as needed to retrieve information for data verification.
  

Training/Performance Management

Payroll and Leave Management

• Developed and recommend policies and procedures pertaining to payroll processing requirements associated with HR Connect and the National Finance Center (NFC).
  
• Answering routine to complex questions on payroll issues maintaining contact with division staff, NFC and Treasury in order to resolve personnel/pay related problems.
  
• Preparing various reports, routine correspondence and other relevant material to create documents and transcribe information.
  
• Oversee the maintenance of current employee data systems, ensure all payroll information and records are maintained in accordance with statutory requirements.
  
• Calculates and processes miscellaneous payments such as bonuses, commissions and retroactive payments.
  
• Maintains payroll and related records recording the accumulation and use of vacations, holidays, sick days, and miscellaneous leaves of absence.
  
• Responsible for all department filing, records maintenance and general overall department organization.
  
• Preparing and maintaining employee files, assuring accuracy, compliance and confidentially, i.e.: unemployment claims, verifications, i9 status, ect
  
• Managed payroll team to analyze and assess compliance with federal, state and local tax regulations, state wage and hour regulations and pay requirements defined within collective bargaining agreements
  
• Ensures time is correctly keyed into the system, verifies overtime has been approved before keying and confirms staff is entitled to additional pay such as overtime, night differential and Sunday/holiday pay. Validates time keeping submissions.
  
• Assist employees in getting back to work and receiving appropriate benefits according to agency policies and legal requirements
  
• Providing guidance and consultation to managers, supervisors, and employees regarding obligations to rights and benefit entitlements such as leave, health insurance and life insurance, Thrift Savings Plan (TSP), military service leave.
• Identifies, notifies and approves/declines all requests for FMLA for federal employees following policy guidelines and notifying employees, executive staff, and payroll.
  
• Initial point of contact for all requests regarding Family Medical Leave Act (FMLA), Leave without Pay (LWOP), Workers Compensation (W/C), and Military Leave.
• Interprets and administers leave programs and policies in accordance with the applicable federal and state employment laws (FMLA, ADA, USERRA, Pregnancy Discrimination Act, etc.). Ensures that the workers’ compensation program is managed in accordance with applicable OSHA and workers’ compensation laws. Independently approves and/or denies leave cases based on relevant medical information. Coordinates and organizes all medical information and ensures that HIPAA and Employee Privacy guidelines are closely monitored and effectively executed.
  
• Works closely with associates to ensure that all relevant completed medical documentation is submitted for timely review. Maintains appropriate contact with all associates on leave and coordinates all aspects of return to work for associates on leave.
• Processed terminations, leave of absence requests, promotions, internal transfers, contractors and new hires.

Staffing/Recruitment/Miscellaneous

• Advises management on recruitment and placement activities and strategies to meet their needs and objectives.
  
• Evaluates applications and resumes using Office of Personnel Management (OPM) and Veterans Administration (VA) qualification standards, verifies eligibility, and rates and ranks applicants.
  
• Drafted and preparing announcement(s)(VAIFS); evaluating, rating and ranking applications; adjudicates veteran's preference; updating various logs, maintaining active and inactive files and pending files, etc.;
  
• Issues Notice of Ratings (NORs); and issues and audits certificate of eligibles.
  
• Prepares and edits final drafts, examination announcement, recruiting plans, rating schedules and qualification inquiry forms in subject matter areas which the qualification and methods for their determination involve difficulty in definition and development.
  
• Prepares vacancy announcements based on Position Description (PD) and/or functional statements (FS) and Subject Matter Expert (SME) analysis of the position, qualifies/disqualifies applicants, and maintains all documentation for the job announcement.
  
• Reviews and consults, in conjunction with the hiring manager, on job analysis and/or rating and ranking panels when needed.
  
• Processes a variety of requests for personnel action (RPAs) to fill a variety of positions.
  
• Coordinates and works with local and regional operations regarding priorities for positions to be filled.
  
• Identifies management problems and analyzes them from the management viewpoint.
  
• Coordinates with local and regional supervisors, managers, and other HR specialists on possible regulatory changes.
  
• Supports the employment program by advising supervisors and managers on the fundamental legal and regulatory provisions of employment programs. Conduct internal audits and delegated examining self-assessments of personnel actions completed to ensure accuracy.
  
• Performing position analysis to determine organizational requirements
  
• Determining recruitment strategies and posting job announcements
• Manages the receipt of all required documents from potential new hires such as employment applications, educational documents, references, resumes, disclosure and consent forms, certificates of disposition, licenses, certifications and PSV's related to background checks.
• Utilize automated personnel and staffing systems to accomplish a full range of staffing and recruitment actions including initial appointment, noncompetitive promotions, reassignments, temporary details, etc.
• Prepare vacancy announcements and job analyses to identify required knowledge, skills, and abilities and recommend rating criteria to management; Implement targeted recruitment strategies toward the attainment of human resources management goals.
• Provided Human Resources services and liaison for staff members, managers, and division heads, assisting them to achieve divisional goals and objectives through strategic people management.
• Initiates and tracks requests for personnel actions (RPA's) including recruitment's, reassignments, promotions, awards, performance evaluations, training requests and adverse actions
• Process incoming requests for personnel actions for current and/or new employees.
• Assist in recruitment activities by arranging for physical examinations, verifying veterans' preference, making job offers, coordinating EOD/release dates, and/or processing pre-appointment security checks.
• Respond to customer inquiries on such matters as procedures for completing applications, status of recruitment announcements, kinds of vacancies/announcement in the organization serviced or hiring procedures.
• Prepare recurring reports and/or provide to management for review.
• Utilize automated staffing systems, such as Web-based applications, to perform internal staffing and placement work that includes generating job analyses, vacancy announcements, and referral lists.
• Performs a full range of staffing and recruitment and placement activities for a wide range of positions in the competitive and excepted service, including filling positions, making qualification and veteran preference determinations, and coding and reviewing various personnel actions (SF 52s) for employees.
• Determine if applicants meet minimum eligibility requirements; for example, time-in-grade or specialized experience for lower graded positions.
  
• Responds to complaints and inquiries regarding the application and rating process from various stakeholders.
• Utilize automated personnel and staffing systems to accomplish a full range of staffing and recruitment actions including initial appointment, noncompetitive promotions, reassignments, temporary details, etc.
• Prepare vacancy announcements and job analyses to identify required knowledge, skills, and abilities and recommend rating criteria to management; Implement targeted recruitment strategies toward the attainment of human resources management goals.
• Provided Human Resources services and liaison for staff members, managers, and division heads, assisting them to achieve divisional goals and objectives through strategic people management.
• Manages the receipt of all required documents from potential new hires such as employment applications, educational documents, references, resumes, disclosure and consent forms, certificates of disposition, licenses, certifications and PSV's related to background checks.

Executive Secretary

• Maintain executive’s agenda and assist in planning appointments, board meetings, conferences etc.
• Attend meetings and keep minutes
• Receive and screen phone calls and redirect them when appropriate
• Handle and prioritize all outgoing or incoming correspondence (e-mail, letters, packages etc.)
• Make travel arrangements for executives
• Handle confidential documents ensuring they remain secure
• Prepare invoices or financial statements and provide assistance in bookkeeping
• Monitor office supplies and negotiate terms with suppliers to ensure the most cost-effective orders
• Maintain electronic and paper records ensuring information is organized and easily accessible
• Conduct research and prepare presentations or reports as assigned

Onboarding

• Monitoring the progress of onboarding and acting as the main contact for all issues related to documentation management.
• Responding to all internal and external inquiries regarding the validity and receipt of documents.
• Continuously provide professional assistance for each new onboarding requirement.
• Maintain a working knowledge of recruiting procedures and policies
• Assist in facilitating the transition of new hires to their regular teams
• Prepare and ensure completeness of employment records as per established timeline
• Ensure onboarding transactions are in accordance with established policies and procedures
• Responsible for the timely and correct onboarding of employees - from offer creation to registration of new employees in HRIS and payroll systems.

Benefits

• Assists with the monitoring of contracts and ensure compliance.
• Develops short and long-range plans to effectively utilize Human Resources to accomplish agency goals Participates in strategic planning
• Provide advice to employees concerning reinstatement of insurance, conversion of life insurance, and features of the programs and options associated with retirement.
  
• Analyze information to establish the length and type of creditable service, and prepare annuity computations for employees.
  
• Assist with the development of technical guidance and in the implementation of benefit program changes.
  
• Conduct annual open season fair for TSP, health benefits, and life insurance
  
• Provide advice, training, and counseling regarding a wide variety of retirement issues, including such topics as benefits, entitlements, death benefits to annuitants, and survivor benefits.
• Processing retirement applications and death cases
• Provides information and guidance on issues relating to eligibility, opportunities to enroll and/or change coverage, and temporary continuation of coverage of Federal Employees Health Benefits (FEHB).
  
• Serving as a primary contact on benefits and retirement
• Makes assignments to team members with deadlines and time frames for completion. Balances workload among employees in accordance with skill levels.
  
• Performs quality assurance activities to ensure accuracy, completeness and compliance of work performed.
  
• Trains others through formal or informal methods; identifies training needs; provides advice and coaching on work methods, best practices, and procedures
• Advises on employee relations issues such as work attendance, work performance, and behavior problems
  
• Manages employee training program by providing guidance on all aspects of formal training. Monitors the training program to include technical courses, Career Development Courses (CDCs), and On-the-Job Training (OJT) for all
  
• Ensures staff members have a developed a training plan annually, which will include upgrade training for all assigned personnel
  
• Providing advice and assistance on performance management
• Identifying training and development needs
• Responsible for keying annual and completed training
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• Supervised Human Resources Specialists in the areas of local labor management, disciplinary and grievance procedures, staffing (recruitment, requesting certificates of eligible, interviewing, and pre-employment processing), classification, employee benefits, workforce projections, pre-employment, career counseling, the performance evaluation and incentive awards programs, time and attendance, leave administration, compensation, and training functions. Specific training functions included oversight of local training, tracking mandatory training compliance and evaluations, mentoring program, and the training needs assessment/annual training plan.

• Operates telephone switchboard in order to answer incoming calls; determines intent of caller and makes appropriate connections

• Receives and routes variety of calls for general campus information including complaints, emergencies, bomb threats and security calls

• Assist in maintaining and updating telephone directories when notified of changes in order to access correct information

• Places long distance and conference calls for authorized parties

• Reports telephone equipment failures by completing necessary paperwork and notifying appropriate telecommunications personnel

• Organizing and maintaining databases, correspondence files, financial records and reports.

• lead and conducted safety meetings for over 20 personnel

• Analyze and research results to re-evaluate safety goals and objectives

• Supervised personnel that lead to the timely completion of 15 cargo/ weapon elevator preventive maintenance actions and 8 corrective maintenance actions resulting in optimum elevator operational readiness

• Trained, enforced, and search navy guidelines to ensure that that my workplace was compliance in all areas

• Order suspension of activities that pose threats to workers' health and safety

• Investigate the adequacy of ventilation, exhaust equipment, lighting, and other conditions that could affect employee health, comfort, or performance

• Inspect specified areas to ensure the presence of fire prevention equipment, safety equipment, and first-aid supplies.

• Maintain inventories of hazardous materials and hazardous wastes, using waste tracking systems to ensure that materials are handled properly.

• Responsible for keying annual and completed training

• Communicated/processed employee benefits

• Counsel personnel concerning policies, procedures, and best practices. Resulting in identifying risks and creating effective solutions for both the employees and the organization