Human Resources Management

JoEllen Gray

Email: *********@********.***

Address: **** ********* ****

City: Bowie

State: MD

Zip: 20721

Country: USA

Phone: 202-***-****

Skill Level: Management

Salary Range: $140,000

Primary Skills/Experience:

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Educational Background:

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Job History / Details:

DR. JO ELLEN GRAY

1827 Peachtree Lane

Bowie, Maryland 20721

301-***-**** (Home); 202-***-**** (Cell)

*********@********.***

PROFILE

Experienced Human Resources leader and Trainer with over fifteen years of progressive experience in staffing and recruitment, strategic HR performance planning, performance management, policy development, employee and labor relations, compensation, benefits administration, payroll, leadership and management development, career development, and training/organization development.

Expertise in handling major organizational projects with top management, thought leaders, and key decision-makers at all levels of the organization.

Effective skills in hiring, management, coaching and developing top-notch talent at executive, staff and field levels; skilled in negotiating bargaining agreements, case investigations and prompt grievance resolution.

Use diplomacy, communication skills, discretion, good judgment, and business acumen to anticipate and resolve problems.

Adept at directing and working with groups and teams to achieve peak performance and meeting aggressive organizational objectives.

Strong work ethic with a high level of energy and enthusiasm.

Fully knowledgeable in a wide array of federal and local HR laws and regulations, including FMLA, FLSA, ADA, IRCA, EEO, and many others; hands-on knowledge of PeopleSoft and proficient in MS Office; Senior Professional in Human Resources (SPHR) certification.

PROFESSIONAL EXPERIENCE

Government of the District of Columbia, Washington, D.C.

6/2005-3/2009; 7/2011-11/2012 Human Resources Officer, Department of Health

Managed a comprehensive Human Resources Division responsive to management in effectively accomplishing the department's mission. Supervised a diverse team of eight HR professionals and support staff, leading and directing recruitment and staffing, classification and position management, performance management, employee and labor relations, EEO, payroll administration, benefits coordination, training and career development, and student intern program. Provided direction and counsel on strategic and operational HR issues to the Director and senior managers.

Initiated and led an aggressive talent management and workforce planning process to assess and develop current talent and proactively attract and recruit new talent for all position levels.

Developed HR standard operating procedures and policies manual to ensure consistent application of HR policies, procedures and practices across all divisions.

Cultivated an employee relations environment that encouraged open communication between staff and management.

Proactively partnered with the department's eight labor unions to resolve employee issues, reduce the number of grievances and mediate workplace concerns.

Developed mandatory training program for managers on FMLA/ADA, progressive discipline, and performance management. Coached managers on how to establish expectations and monitor, document and communicate performance in a fair and unbiased manner.

Maryland Department of Transportation, Motor Vehicle Administration, Glen Burnie, MD

7/2009-7/2011 Director, Human Resources Division

Direct the Human Resources Division of an agency with 1,500 employees at 50 branch and other service delivery locations. Manage a staff of 30 employees and direct all HR activities and programs, including recruitment, employment and staffing, benefits administration, classification and compensation, employee relations, and training/organizational development. Advise the Administrator and executive leadership on new legislation affecting the agency, highly sensitive and complex employee issues, and HR compliance matters. Coach and develop managers.

Developed talent management processes such as staff planning, recruitment, performance management, career development, training and development, mentoring and coaching, and succession planning to ensure that MVA has the qualified and committed staff to achieve its goals.

Designed major agency reorganization and successfully facilitated phased implementation process.

Reengineered and automated HR processes and ensured the design and implementation of hosting HR forms, manuals and services to employees in a web-enabled environment.

Developed innovative executive leadership development program, including the use of behavioral and leadership assessment instruments.

Directed strategic learning programs, including the use of e-learning and blended learning formats.

Created a series of HR training programs for new managers on Managing and Monitoring Attendance, Administration of FMLA, and the Structured Interview Process.

Designed and implemented Work-Life and Wellness Programs to enhance employee morale and assist MVA to retain qualified and contributing employees.

Developed a highly effective new employee orientation program that emphasized the critical importance of welcoming and integrating new employees into MVA culture.

Government of the District of Columbia, Washington, D.C.

8/2003-5/2005 Associate Personnel Director, Office of Personnel

Directed the Policy and Program Development Division and served as the Chief Policy Advisor to the Director of Personnel. Ensured that human resource policies and programs were in line with the District's strategic plan and overall goals and objectives. Directed and supervised managers who led the following departments: policy development, compensation and classification, benefits and retirement, performance management, and training and development. Developed and managed a $2 million budget.

Developed and implemented the District Government's new compensation system, which simplified complex pay rules and provided greater flexibility in pay.

Co-chaired Labor-Management Task Force on Classification and Compensation Reform, which successfully consolidated numerous pay schedules based on occupational groups, reduced the number of years to progress to the maximum of a grade, and initiated a comprehensive position classification review and audit of all career service employees throughout the District government (over 10,000 positions).

Improved the utilization of the performance evaluation systems and reward mechanisms, and developed automated tracking and monitoring systems.

Briefed City Council, senior executive staff and agency human resource advisors on new personnel regulations and legislation.

Developed and implemented a series of leadership and management programs to strengthen city management, accountability and overall customer service.

1/2000-7/2003 Director, Center for Workforce Development

Served as the city's chief learning officer, designing, developing and directing citywide training and professional development programs and services for 30,000 government employees. Efficiently operated the Center for Workforce Development (CWD), including automating course scheduling and registration, recruiting expert instructors, managing all training logistics, developing course materials, marketing programs, and managing $3.5 million budget.

Created a strategic plan that established the overall learning and development strategy for the City.

Managed citywide distance learning network, career assistance resource centers, and state-of-the-art distance learning and collaboration center to assist senior government leaders in strategic planning and interagency problem solving.

Conducted systematic and comprehensive training needs assessment to determine learning needs of city agencies.

Trained over 1,500 managers on new Performance Management Program.

Trained over 7,000 employees annually in skills development, computer technology, and professional developmental programs.

Managed the City's Capital City Fellows Program and the Certified Public Manager Program.

Developed and exceeded annual training performance metrics for the City.

Developed partnerships and linkages with educational partners including colleges and universities; administered contracts with training suppliers and distance learning providers.

Johns Hopkins University, School of Professional Studies, Baltimore, Maryland

6/1995-12/1999 Chair, Management Department and Assistant Professor

Directed and managed the academic direction for two master's degree programs (Organization Development and Human Resources, and MBA-Management) and four leadership certificate programs. Guided six full-time and 45 part-time faculty members, five staff members, over 500 graduate students, and developed and managed a $4 million budget.

Led a faculty team in the redesign of the curriculum for the M.S. in Organization Development and Human Resources, which resulted in a 15% increase in enrollment.

Created faculty development program for new adjunct instructors that led to higher student evaluation ratings. Workshop topics included: Fundamentals of Course Design, Syllabus Construction, Instructional Strategies, and Using Technology in the Classroom.

Created advisory board and recruited corporate and business executives to serve on the board.

Developed customized leadership and management programs for corporations based on workforce needs.

Taught courses in human resources, organization development and organizational behavior.

Supervised student fieldwork projects.

2/1993-5/1995 Director, Leadership Programs

Directed three innovative graduate certificate programs: The Hopkins Leadership Development Program (LDP) for Minority Managers, a nationally recognized, award-winning program; the Fellows in the Management of Change Program; and the Women, Leadership and Change Program. Oversaw student recruitment, admission and advising; faculty recruitment, hiring and development; marketing of programs.

Expanded the LDP for Minority Managers program to two locations due to an increase in enrollment.

Secured $100,000 scholarship commitment from QVC, Inc.

Developed Executive Speakers Series that attracted top corporate executives.

Recruited student case competition team to participate in the National Black MBA Association Case Competition. Team placed in the top three for four consecutive years.

Created annual "Women in Leadership" Luncheon that attracted over 200 participants each year and raised over $10,000 in scholarships for female students.

EDUCATION

Doctor of Education, Staff/Organization Development, University of Maryland, College Park, MD

Master of Arts, Mass Communications, Towson University, Towson, MD

Bachelor of Arts, Mass Communications, Simmons College, Boston, MA

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