Joel D. Itskowitz

Herndon, VA *****

703-***-**** (Residence) 703-***-**** (Cell) acsu5v@r.postjobfree.com

Senior Human Resources Executive with a passion for excellence in creating sustainable HR infrastructures, enhancing customer service, committed to employee engagement, and developing tomorrow’s leaders yielding ROI.

In-depth knowledge of strategic human resources and tactical operations with targeted experience leading change management initiatives, implementing best practices that align with organizational strategic goals and objectives. Instrumental in achieving financial targets – generated cost savings in excess of $40 Million over tenures.

Key Competencies

Global HR Management Performance Management Incentive and Rewards Programs

Strategy and Development Talent Acquisition HR Consulting/Executive Coaching

Global Policy/Procedure Development Cost Management HR Best Practices

International Labor Laws Employee/Labor Relations Benefits and Compensation

Process Improvement Start-up and Transition Operations Benefits Design and Implementation

Organizational Restructuring Diversity and Inclusion Service Contract Act

Human Capital Management Labor Negotiations International Deployments

Clearances - Department of Defense (DoD) Top Secret; Department of Energy (DoE) “L”; U.S. Department of State (DoS)

CAREER HIGHLIGHTS

Simultaneously negotiated labor agreements with 21 International Presidents of the AFL-CIO reducing labor costs by $18 Million.

Achieved $10 Million cost savings through a 20% strategic global headcount reduction with-in 3 months.

Captured $2.5 Million in annual savings by reducing labor cost for Category I, II, and III Linguists.

Lowered cost per hire by 20% and decreased cycle time to fill positions by 50%.

Generated $500,000 in cost savings by redesigning /implementing benefit programs - increasing level of benefits to employees.

Slashed number of unprocessed Defense Base Act (DBA) insurance claims by 93% in 6 months.

Successfully passed 5 Office of Federal Contract Compliance Program (OFCCP) Reviews without entering into conciliation agreements.

PROFESSIONAL EXPERIENCE

External Human Resources Consultant (Current Engagement)

TapRoot Foundation

Washington, DC

A pro bono foundation providing leadership in driving social change through capacity development.

Partnering with clients to increase their Capacity Development in Human Capital, Policy and Procedure Development, Total Rewards, Performance Management, and Process Improvement

Senior Human Resources Consultant (Interim Engagement)

Government of the District of Columbia

Implemented a new Employee Classification & Compensation System impacting 16,000 employees throughout the District of Columbia. Directed a team of 15 Compensation and Classification Specialists.

Converted 4,000 individualized job descriptions to 1,200 generic position descriptions; in conjunction with Deloitte Consulting market priced 296 benchmark positions with in limited time period.

Created compensation structures to ensure internal equity and external competitiveness to recruit, retain, and motivate employees.

Chairperson for a Joint Labor Management Task Force (LMTF) to approve all job specifications.

Successfully interfaced with 27 international labor unions gaining consensus to approve all job descriptions and policies.

Realigned policies and procedures to support the new job evaluation system.

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Developed HRIS requirements and specifications to consolidate 78 pay structures to 16 pay plans and Interfaced with Information Technology to insure successful migration of old job evaluation system to the new system.

PRINCIPAL HUMAN RESOURCES MANAGEMENT ADVISOR – Civilian Technical Assistance Program (CTAP) 2009 to 2011

Deloitte Consulting, LLP – Kabul, Afghanistan

Global management consulting firm specializing in strategy & operations, human capital and technology services. Spearheaded creation and development of robust HR operations to support CTAP in delivery of human capital and institutional capacity development services/strategies for 40 government ministries and agencies throughout Afghanistan, with oversight of a 4-member team and $70M budget.

Achieved $250K cost savings through strategic negotiation of tiered healthcare coverage (medical, dental, medical evacuation) for technical advisers and staff in a war zone

Directed full-cycle recruitment efforts – led sourcing/screening of top candidates, designed offer packages, and drove on-boarding activities to expedite integration of new staff in ministries/agencies.

Developed and implemented incentive and rewards programs to boost personnel motivation; encourage top performance, and retention.

In less than 6 months created capabilities and delivery of vital HR support by building an HR infrastructure that included an HRIS system, as well as hiring/retention policies, compensation structures, and benefits packages.

Advanced high-priority workplace diversity and inclusion directives by leading targeted programs to broaden the employee pool to include qualified women and remove tribal preferences and barriers.

External Human Resources Consultant (Interim engagement)

Northrop Grumman Corporation, Herndon, Virginia

Aerospace and Technical Services Defense Contractor

Collaborate with business development to respond to Requests for Proposals (RFP) and Task Orders (TO) and member of the Red Team review committee to critique RFP(s) and TO(s) prior to submission.

Advised the Technical Services Group on staffing and deploying personnel to Afghanistan, Africa, Iraq, Jordan, Kuwait, Qatar and 21 other South West Asia countries.

Delineated roles and responsibilities, step-by-step processes, procedures, tasks and timelines to rapidly deploy expatriates, transfer incumbents, hire third country and/or local nationals for International Assignment start-up requirements for IDIQ task orders.

Vice President of HUMAN RESOURCES 2005 to 2008

L-3 Communications – Linguist Operations and Technical Support

Integrated space communications system design and Production Company.

Directed global Human Resources initiatives for LOTS division for 10K employees across the Middle East, Cuba, Asia, Europe, and the U.S. Led a team of 30 HR professionals in all functions of HR to ensure timely delivery of HR services in support of operations. Controlled an operating budget of $5.5 million. Prepared briefs in response to EEOC charges for 100+ cases and successfully represented company at EEOC hearings winning 99% of all charges.

Lowered overhead costs by $775K by curtailing carry-over leave.

Slashed number of unprocessed Defense Base Act (DBA) insurance claims by 93% in just 6 months through design and implementation of an enhanced web-based tracking system to process claims.

SENIOR DIRECTOR OF HUMAN RESOURCES (2005 to 2006)

Drove efforts to reduce contract costs, standardize operations, implemented effective global compensation programs, increased employee satisfaction across international locations through introduction of enterprise-wide policies and procedures.

Captured $2.5M in annual savings by leading an 8-member team of senior managers in targeted initiative to reduce labor cost for Category I, II, and III linguists awaiting interim security clearances via implementation of SCA rates of pay.

Implemented Global Base Compensation, Performance Management System, and incentive and Rewards Programs.

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MVM, Inc.

DIRECTOR OF HUMAN RESOURCES and LABOR RELATIONS 2003 to 2005

Vienna, Virginia

Private security contractor

Led company-wide initiatives to improve the work environment – partnered with business and resource units in proactive efforts to enhance staff potential and raise satisfaction and retention levels. Directed team of 10 HR professionals in all functions of HR.

Reduced grievances 30% by directing enterprise-wide management development initiatives that included training on policies and procedures, collective bargaining agreements, contract interpretation, and employee relations.

Cut costs in half, while improving efficiency and data integrity, by driving integration of HR, financial management, and reporting databases into a consolidated system.

EXTERNAL HUMAN RESOURCES CONSULTANT 2001 to 2003

Equant, Inc. – Reston, Virginia, Slough, England and Paris, France

Global provider of Telecommunication infrastructure services.

Delivered expert guidance to senior managers on a range of human resources issues affecting employees across 91 countries. Advised senior staff on global relocations, expatriate life cycle, policies and procedures, regulatory compliance, country specific customs, and benefits.

Played key role in achieving $10M cost savings through a strategic 20% global headcount reduction that enabled achievement with-in a tight timeframe of 3-months.

Attained key cost controls, while ensuring internal equity and external competitiveness, by realigning compensation structures between multiple countries.

DIRECTOR, HUMAN RESOURCES 1995 to 2001

TROY Systems, Inc. Fairfax, Virginia

Provider of information assurance solutions and technology management services to the federal government.

Led design and execution of a comprehensive HR strategy for company, while driving programs and plans to optimize staff capabilities, support performance and retention, and reduce costs. Directed a team of 6 HR professionals in all functions of HR.

Generated $500K+ savings in just 1 year’s time, while increasing offerings for employees, through strategic redesign of company benefit programs.

Lowered cost per hire by 20% and decreased cycle time to fill positions by 50% by leading a complete overhaul of talent acquisition processes, which also improved the quality of hires, resulting in lower turnover.

Led implementation of a robust total rewards, performance planning management, and assessment program that included base pay and benefits programs, employee classification, salary administration program, MBO Incentive Program, deferred compensation plan for senior management, and a spot bonus employee awards program.

Contributed to successful acquisition of telecommunications company, and subsequent integration of the two companies, through expert management of HR and insurance components of the due diligence process.

Enhanced educational and training efforts through creation of an online university that included more than 100 soft-skills and technical development courses.

EDUCATION and CERTIFICATIONS

Bachelor of Arts in Political Science – International Relations – University of New Hampshire, Durham, New Hampshire

Executive and Personal Coach – Institute for Professional Excellence in Coaching (iPEC)

International Certification of Human Resources Management (current GPHR) – Society for Human Resource Management

Leadership Development Program – Center for Creative Leadership

PROFESSIONAL AFFILIATIONS

Society for Human Resource Management – SHRM Global Forum Senior SHRM SIG Greater Reston Arts Center (Advisor)

TECHNICAL SKILLS

ABRA Ceridian ADP/HR Perspective PeopleSoft Deltek Cost Point •Microsoft Office – Word, Outlook, Excel, Power Point.

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