Tamia Hilton

Supervisor: Cathy Stokes | 40hrs per week | GS-0201-11

• Coordinate agency- to-agency transfers and request SF-75/ concurrences.
• Maintain personnel records and statistical data to establish accuracy and compliance with applicable regulations.
• Works with Title 5 actions day to day (civil service laws, pay plans, human capital)
• Identify complex Human Resource issues and executes plan to solve and monitor results.
• Processes personnel actions for civil service employees using the Guide to Processing Personnel Actions (GPPA) to ensure all rules and regulations are being followed.
• Identifies and solves complex HR issues within Human Capital Division.
• Develop approaches and strategies to identify highly qualified candidates from variety of sources.
• Developed and maintain positive relationships with internal and external stakeholders.
• Assist with implementation of Human Capital Initiatives with agency.
• Provides technical guidance to internal and external stakeholders on recruitment strategies and staffing needs.
• Set pay in accordance with OPM.
• Draft and issue Tentative and final Job offers.
• Leads weekly meetings with Liaisons to discuss procedures and hiring actions.
• Code SF 52's and send to payroll for processing.
• Issue Merit promotion, Direct Hire and Internal certificates to hiring managers and SME's.
• Apply recruitment and placement concepts, practices and procedures to assist managers with staffing needs.
• Create vacancy questions for job announcements.
• Adjudicate Vet Pref
• Collaborated with hiring managers to understand job requirements and expectations.
• Enhanced internal communication strategies, resulting in improved information flow across departments.
• Apply Title V hiring authorities requirements to screen for most qualified applicants
• Utilize Monster and USA Staffing to draft job announcements.
• Post job Internal, Direct Hire and Merit Promotion job announcements to Monster and USA Jobs.
• Collaborate with internal teams to continuously improve recruitment processes and execute as efficiently as possible.
• Streamlined recruitment processes, expediting the hiring of qualified candidates.
• Generate and present reports to senior leadership bi-weekly on hiring needs, goals, and status.
• Recruited talented, diverse and qualified candidates for employment.
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Collaborated with department managers to identify staffing needs and create strategic recruiting plans.
• Maintained thorough understanding and knowledge of hiring practices, recruitment strategies and staffing industry trends.
• Work directly with the Office of the Chief Financial Division to establish agency needs.
• Measure program effectiveness with Office of the Chief Financial Officer to determine strategic needs for next fiscal year.

Supervisor: Brittany Owens-Collie | 40hrs per week | GS-0201-09

• Created job announcements on Monster and post to USA Jobs.
• Provided advice, assistance and guidance to customers and supervisors on human resources problems and issues.
• Issued certificates of qualified candidates to Program Office.
• Utilized staffing programs throughout hiring process
• Coordinated agency-to-agency transfers and request SF-75.
• Developed approaches and strategies to identify highly qualified candidates from variety of sources.
• Drafted/ Issued TJO/FJO's based on OPM requirements and guidelines to determine salary.
• Provided advice, guidance, and recommendations to senior leadership in regard to policies and procedures
• Coded processing personnel actions.
• Issued SAPR certificates and official certificates to Program offices to select candidate
• Developed, recommended and implemented appropriate course of action in accordance with laws, policies, procedures.
• Advised management on Human Resource recruitment strategies to improve efficiency.
• Initiated e-QIP request for security team.
• Gathered and analyzed information for the requirements of Human Resources to develop job announcements and assessment questions.
• Facility bi-weekly onboarding for new hires
• Provided technical guidance and advice to solve complex recruitment issues.
• Created SF-52 for merit promotions and sending to processing team
• Solved complex Human Resources situations as they come up and providing guidance to internal and external stakeholders.
• Created relocation and incentive packages when necessary.
• Initiated onboarding cases, coding SF-52's and sending case to processing team for completion.
• Developed approaches and strategies to locate and identify qualified candidates from variety of sources.
• Issued tentative job offers with correct pay setting
• Coded and reviewed variety of Request for Personnel Actions.
• Drafted tentative and final job offers.
• Developed vacancy announcements on USA Jobs and assessment questionnaires for organization.
• Applied recruitment and placement concepts, practices and procedures to assist managers with staffing needs.
• Analyzed issues and employed improvement processes.
• Worked closely with Program Offices through Recruitment phase to ensure seamless hiring.
• Retrieved SF-50's through eOPF system.
  Reviewing and screening applicant resumes to identify qualified
  candidates.

Supervisor: Keyoni Potter | 40hrs per week | GS-0203-7/8

• Onboarded 20+ new employees bi-weekly, processing I-9's, 1199A, and other new hire paperwork.
• Processed personnel actions including but not limited to Promotions, Separations, 171 (New hires), 571 (Transfers within agency), FEGLI, FEHB, Details, Name changes, Change to lower grades.
• Set up orientations and initial training for new employees.
• Reviewed, coded, and processed personnel requests/ forms.
• Provided guidance to internal and external customers on Human Resources issues.
• Worked closely with RUMBA, eOPF, EmpowHR, EPIC to complete daily tasks.
• Completed/ calculated employee SCD's (Service computation dates)
• Sorted through incoming Processing/ payroll mail and distributing to necessary POC.

• Assisted with day-to-day operational requirements for Human
  Resource Department
• Maintained confidential employee personal files including, but not limited to, medical, pay, demographic, discipline consultations, and
  accommodation requests.
• Updated case files daily to ensure accuracy.
• Ensured all paperwork received was scanned, electronically stored, and filed in employee folders.
• Assisted with recruitment by communicating with prospective employees, scheduling interviews, conducting reference checks, and
  managing new employee orientations to include dissemination of new hire paperwork.
• Assisted with on-boarding and out-processing employee records Maintained and updated employee I-9 form through Guardian
  Software.

• Studied with senior staff to develop deep understanding of team processes and full operational activities.
• Handled administrative and data entry work for staff.
• Promoted a positive work environment by being proactive in addressing concerns, offering assistance, and maintaining open lines of communication with colleagues.
• Assisted in the preparation of reports highlighting operational successes and areas requiring further attention or improvement.
• Maintained and updated employee records while consistently following security and privacy procedures.
• Provided day-to-day human resource and administrative support to
  the Human Resource Advisors and Managers
• Conducted preliminary phone interviews
• Created and disseminated timely reports to Human Resources
• Participated in the new hire orientation and on-board process
• Assisted with setting up job fairs and conferences
• Assisted Human Resource team with screenings calls, booking conference rooms, and scheduling meetings.