Human Resources Management

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Resume of Nona Keith-Henson, MBA, HRA-NCA Member

Nona Keith-Henson, MBA

Certified Human Capital Strategist (HCS) and in Strategic Workforce Planning (SWP)

Phone: 240-***-**** Email: ***-************@*******.***

EXECUTIVE PROFILE: Human Resources professional with a culmination of 23 years diverse experience in both private and publicly-traded industries. Autonomous strategic thinker with superior interpersonal, leadership, project management and financial, business acumen skills, not withstanding, a holds a true Passion for HR. Open, participatory, pro-active management style. Disciplined and focused as a team builder and leader, highly proficient at managing simultaneous critical projects individually or within a team environment, ensuring deliverables are met. New Business Capture & Start-up, Strategy Planning & Analytics, Talent Management, Employee Relations, Full-Life Cycle Recruiting, Benefits & Compensation, Position Management and Classification, and Organizational Effectiveness and Program Design, Performance Management, Development Training, Sole Source Analysis, Recommendation, Development and Implementation of Web-based HRIS and HR Self-Service Delivery Models as well as workforce planning and analysis of HR reports and software tools to determine actionable items, surveys, budget vs. actual performance ratios, i.e., headcount, utilization and retention metrics to drive continuous improvement.

Professional Accomplishments

Contributed to the overall profitability of the company by designing and implementing value-added self-service HR Service Delivery Models that included both a Self-Service and Career website for group benefits, policies and procedures, dept. forms, co. news and objectives, designed to maximize the company’s competitive advantage and increase overall ROI.

2004 recipient of “Presidential Award Recognizing Outstanding Leadership” in the areas of: HR, Recruiting & Administration. Gifted with Entrepreneurship Spirit; capable of capitalizing on strong business acumen and natural leadership talents to analyze, re-organize, steer teams and start-up effective business units. Received LHH “President Award for Exceptional Office Performance.”

Provided functional guidance and direction to all staff on Group Benefit Plans and 401(k) Retirement Plan in multi-state locations. Initiated robust plan changes that increased staff participation by 50% and added supplemental options to promote a work/life balance.

Saved $22K by controlling benefit, workers comp and unemployment expenses through implementation, administration and follow-up on claims. Negotiated group plan changes to decrease base premium rates and a guaranteed 2-yr premium rate lock by facilitating annual review of each plan with brokers.

Created and published policy and procedural manuals for all areas of responsibility. Developed and administered recruiting channels leading to the successful hiring of 26 individuals in first year with 95% acceptance ratio of offers, resulting in 10% increased retention and decreased attrition by 10%. Administered effective assessment and selection methodologies (behaviorally-based assessments) for talent acquisition.

Innovator: Led organizations in the formulation and implementation of a value-added self-service HR Delivery Model that included a web-based self-service policies, procedures, and objectives designed to maximize the company’s competitive advantage and increase overall return-on-investment (ROI). Recipient of 2004 “Presidential Award recognizing Outstanding Leadership” in the areas of: HR, Recruiting and Administration. Gifted with Entrepreneurship Spirit; capable of capitalizing on strong business acumen and natural leadership talents to analyze, re-organize, steer teams and start-up effective departments. Received “President Award for Exceptional Office Performance” and demonstrated outstanding business management of administrative support functions resulting in a 19.95% bonus after first year. Recommended and implemented robust 401K Retirement Plan changes that increased staff participation and added supplemental insurances for employees to promote a work/life balance (LTC, Adoption Benefits). Responsible for analyzing and negotiating group plan changes to decrease base premium rates resulting in a $22,000 cost savings in 2005 and ensured guaranteed premium rate lock for two years. Demonstrated experience in making cost effective Plan Design recommendations and implementing change, managing multiple vendors and claims resolution. Proficient in developing compensation and workforce plans.

Recruiter, Marketer and Presenter: Posses ability to effectively market and brand company mission and vision to external and internal clients. Served as Lead Recruiter for three years (WOOD) responsible for classified, non-classified and establishment of contingent candidate pool for NSA, FAA and State of MD clients. Individually responsible for developing recruiting channels leading to the successful hiring of approximately 26 individuals with a 95% acceptance ratio of offers, resulting in 10% increased retention and decreased attrition by 10%. Developed and implemented corporate-wide employee manuals (at MHM, LHH and WOOD) for regional managers and organizational staff. Serve as liaison between PM’s and employees, and as presenter on bids and proposals as necessary to market company capabilities. Lead the implementation of HR/Benefit and Compensation/Payroll department (for MHM) and successfully managed the transition from AdminiStaff out-sourcing to in-house functions. Able to quickly grasp and understand corporate concepts and mission to effectively market the ‘Brand’ awareness for the purpose of increasing retention and recruitment efforts. Proficient at developing and implementing SOPs in accordance with ISO 9001:2000 registration criteria pertaining to critical HR, Benefit, Administration, Security, and full Recruitment processes and functions.

EDUCATION:

MBA University of Maryland, College Park, MD (completed 8/2003, conferred 5/2004)

BS Health Care Administration (HCA), University of Maryland, College Park, MD (1997)

PMP (Project Management Professional), bootcamp attendee/prepared for certification exam

PHR (Professional in Human Resources), trained candidate/prepared for certification exam

AA Certified Electro. Mech. Sys. Engr. Tech/CADD, MontgomeryCollege, Germantown, MD (1991)

Security Clearance: Top Secret/SCI with Lifestyle Poly (NSA granted 9/05)

Notary Public: Commissioned in the Commonwealth of Maryland w/reciprocity in Virginia

EMPLOYMENT HISTORY:

HUMAN CAPITAL CONSULTANT – ORGANIZATION & TALENT (FEDERAL PRACTICE)

Deloitte Consulting, Rosslyn, VA (7/26/2010 – Present): Providing strategic guidance and advice to three Program Managers in support of the Leadership Development Programs (LDP) Employee, Team and Corporate Development initiatives; specifically performing employee engagement/assessment center program design, experiential learning, career coaching project plans, and sr. school development and analytic efforts. Managed various project activities: (a) Building and implementing strategic project plans for talent development programs, managing risk and mapping leadership competencies to qualifications for (e.g., coaching, mentoring, or experienced-based training); (b) Developing solutions to identify high potential leaders, through assessment tools or a formal leadership development program utilizing the 70/20/10 Princeton Learning and Development Model; (c) Marketing new programs to leaders using stakeholder assessment, leadership engagement, and various communication tools; and (d) Aligning LDP with the Agencies 2015 HR Pillar Mandates under the purview of the Corporate HR Program (CHRP).

SR. PM, Human Capital Strategic Integrator (On-site with Client)

General Dynamics IT, Chantilly, VA (9/22/2008 – Present)

Serve as liaison to Chief providing technical strategic and tactical leadership and direction as the “Champion” of key human resource goals and objectives. Primary focus is on critical initiatives, i.e., developing Talent, Management, Training, Recognition, Mentoring and Succession Planning Programs for the purpose of nurturing and growing proven mission-support delivery models (based on responsiveness, innovation, and transparent resource stewardship). Responsible for ensuring work requested under the task order is performed properly to the complete satisfaction of the customer, including technical performance of all WBS area services and ensuring cost, schedule and programmatic objectives are met within budget and schedule constraints dictated by the customer. Responsible for establishing policies, procedures and goals for the successful completion of work within the task order while ensuring that such policies and procedures are effectively carried out according to government compliance guidelines. Coordinate with agency-wide occupational services within various cadres to serve internal staff objectives particularly in the areas of career development and leadership training.

PROJECT MANAGER, DNI/OSC/HUMAN CAPITAL MANAGEMENT/JDA

Plan and conduct projects with an Intelligence Community (IC) focus; serving as the project lead for establishing a routine process that will enable programmatic cross-community exchanges amongst the Open Source Center (OSC) employees and outside IC organizations. In support of the O/DNI Chief of Human Capital Management, schedule and plan monthly Human Capital Subcommittee Meetings under the Director of National Intelligence, NationalOpenSourceCenter. The NOSC HCSC is charged with supporting the NOSC Open Source leadership’s strategic plan, the OS workforce development and career management across the IC.

As the PM, provide direct oversight and handle the coordination of Joint Duty Assignments (JDA). This includes processing both internal and outgoing Rotational and Detailee assignments to ensure proper recruitment, poly, and medical certification prior to development of the agreement for EOD. Conduct O/DNI OSC-wide job analysis of GS positions, including position descriptions, classifications, and standard operating procedures. Conduct position audits of all O/DNI GS positions to identify required knowledge, skills and abilities, appropriate grade and requisite competencies. Create and/or modify position descriptions based on above position audit by occupation and grade. Coordinate job analysis and posting deliverables to meet the O/DNI Chief HRS directives. Examine employee files to answer inquiries and provide information for personnel actions.

Coordinate efforts with Chief HR as it pertains to organizational changes in Lawson Position Management and investigate and research employee's electronic records for JD credit, PAR’s, leave balances, payments and benefits to OGA’s; and creates requests for personnel actions into Centralized Personnel Action Database (CPAD).

Provides formal and informal consultation to management and Detailees/Forward Deployments on the processes undertaken by the recruitment division, security and medical certifications; coordinates notices pertaining to Agency-wide assignment and EOD reporting schedule. Responds to phone request from OGA’s as it pertains to joint duty and human capital management. Recommend for approval HCM and HRS plan to maintain and update position descriptions as developed by the JDA team. Create and recommend for approval a Standard Operating Procedures and automated templates for processing and creating new JDA positions descriptions. Serve as liaison between Host/Gaining and Parent/Employing elements to ensure proper classification of all OSC/JDA Position postings utilizing the approved Agency Classification and Derivative Guide AHB 70-9. Knowledge and experience in federal position management and classification guidelines.

DIRECTOR of HUMAN RESOURCES and RECRUITMENT

Information Technologies Management Corp. (ITMC), Inc., Laurel, MD (5/14/08 – 8/22/08)

Serve as member of the key management staff for this privately-held small Government and Commercial IT/Defense Contractor. Managed full life-cycle cleared community recruitment efforts to satisfy task orders on various multi-state contracts. Provided counsel and general oversight of HR, Benefit and 401(k) administration in conjunction with the CEO/Managing Partner.

DIRECTOR of HUMAN RESOURCES and ADMINISTRATION

WOOD Consulting Services, Inc., Fulton, MD(5/24/04 – 4/18/08)

Member of the Executive Management Team of this privately held woman-owned 8(a) Defense Contractor. Primarily responsible for daily company-wide Human Resources, Recruitment, Benefits Admin., and Project Management functions including key strategic initiatives. In partnership with the President/CEO, VP/Ops and Program Management Office, and SVP/Finance performed organizational capabilities of collaboration, accountability, talent & leadership by leveraging HR.

Human Resource & Workforce Management/Planning – Identify, develop and foster best human resource practices within the organization. Performed in senior role managing recruitment functions where simultaneous job openings exceeded 200 at any given time during a three year period. Provided professional development services including coaching, mentoring, and developed support tools/resources for field staff while applying current knowledge of legal aspects of human resource administration as it pertains to compliance to federal, state and local regulatory requirements (i.e., I-9, FLSA, FLSA, ERISA, FMLA, Unemployment & Workers Compensation, EEOC & Affirmative Action, etc.). Partnered with executive management to identify, measure, and reach short and long-term strategic corporate objectives. Developed, presented, revised and communicated corporate policies and procedures quarterly as needed. Oversaw and handled all employment actions as it pertained to new hires, terminations, and other federal and state mandated laws and practices. Partnered with President/CEO to clarify and develop Quality Management Systems (QMS) in accordance with ISO 9001 Certification. Participated in semi-annual QMS audits to ensure departmental quality measures are being followed according to the standards. Responsible for annual budget preparation and oversight for each of the Functional Areas listed below. Recommended new programs and initiatives and/or changes to current programs to support re-organizational objectives and long-term goals.

Benefit Administration – Management of all benefit related activities, recommending and coordinating benefit plans and ensuring accuracy of monthly plan invoicing, coordinating payment efforts with Finance department. Handle the negotiating and renewal of annual group insurance contracts in conjunction with Broker and direct plan contacts in accordance with company objectives. Perform daily activities including negotiating insurance policies and rates, claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policy cost-effectiveness, information activities program and cash flow for said programs. Develop and maintain appropriate programs and keep track of related policies and forms in regard to state and federal regulations. Serve as Plan Administrator for the 401(k) Retirement and Profit-Share Plans and oversee annual completion of 5500 and census data. Administer FMLA, LOA, Short/Long-Term Disability, and Worker’s Compensation claims as necessary. Implemented and assist with updates to the online benefit website which serves a reference and communication tool for events, company newsletter, group plan documents, policies and forms.

Recruitment - Oversee daily staffing activities to include development and implementation of various methods and processes to increase hires and retention in accordance with sr. management directives. Analyze, review and track efforts to ensure cost effectiveness, competitiveness and value. Assist with website verbiage and position updates weekly. Negotiate and oversee job fairs, job board usage, and related activities. Administer the Referral Bonus Program and online updates of current career opportunities. Research, train and implement key staff on AAP requirements for diversity purposes.

Employee Relations – Determine, recommend and design employee relation practices and programs necessary to establish a positive employer-employee relationship and promote a high level of employee morale. Conduct on-boarding orientations and employee surveys, develop and implement a broad Career Development Plan to monitor individual training and educational goals, and perform out-processing exit interviews. Evaluate and report metrics for various department efforts in relation to established goals. Manage and oversee administration of employee Recognition Programs (e.g., service awards, employee of the year, outstanding customer service, referral bonuses, etc.). Provide counseling and coaching to management and staff in the areas of performance management. Recommend new approaches, policies and procedures to effect continual improvements in efficiency of department and services provided. Work with all levels of employees (classified contract staff and uncleared staff) to foster a positive work-life balance. Investigate, recommend and resolve complaints and problems in a manner that is fair to the employee and company, balancing both parties’ needs.

Training and Certification Development – Serve critical role in ensuring HR and Administrative procedures were properly documented for ISO 9001 Certification and Compliance. Assist in the development and implementation of company wide QMS procedures to include annual re-training and re-qualification efforts. The purpose of the procedure was to define the means to ensure that employees performing work affecting product quality are competent on the basis of appropriate education, training, skills and experience. Maintain the training module to document formal and on-the-job training records and reports. Perform quarterly assessments to identify and target contract staff training for submission of annual MD Workforce Grant applications in conjunction with VP of Finance.

Employment Laws and Regulations – Identify and advise on standard legal requirements and government reporting regulations ensuring appropriate compliance. Assist executive management, supervisors and employees in the new hire and corrective action process up to and including termination, ensuring fairness, equity and proper documentation. Consult with President/CEO, Sr. VP, PM’s, and external legal counsel as necessary. Confidentially maintain all personnel records, 401(K), I-9, and self-identifying documents which include benefit and payroll related information.

Compensation and Performance Management – Developed an on-boarding goodwill program to ward off retention issues and streamline performance assessment efforts on a regular basis within a new hires first year. In conjunction with Sr. VP, began to develop a 360-degree performance and career development track for all staff GSA labor categories and implementation of IDPs for review annually. Assist with ensuring that consistent and equitable guidelines are administered to gauge billable staff in the areas of; utilization, profitability, people leadership technical vitality index, and client/customer management. Analyze competitive benchmark compensation rates (utilizing Mercer and Wyatt) for bid proposals, format and write candidate resumes and job descriptions. Monitor and track the 90-day and annual performance evaluation program and report metrics quarterly, including retention and attrition percentages.

Administration & Special Corporate Initiatives - Plan, organize logistics for all company-wide events, meetings, and outings to include monthly birthday, anniversary mailings, and ‘thank you’ luncheons. Handle and oversee all activities related to property management and facility security. Serve as Office Manager, and liaison to Property Management, including oversight of daily activities of administrative staff, allocating workload and monitoring performance according to corporate objectives.

SENIOR HUMAN RESOURCES REPRESENTATIVE

ITT Industries Inc., Annapolis Junction/Ft. Meade, MD (3/00-5/04)

Responsible for performing the employment, benefits, compensation, employee relations, EEO/AA and organizational development functions of the multi-unit Applied Technology Operation (ATO) business unit within the Advanced Engineering and Sciences Division (AES) of this Global IT Defense firm. Reporting to both the VP/AES HR in Virginia and VP/ATO in MD. Manage and oversee Human Resources, Benefit and Payroll for three Business Units, totaling approximately 300 employees:

Administer the Medical PPO/HMO/Dental/Life/AD&D Plans, FMLA, FSLA, ERISA, COBRA, 401(K), STD/LTD, Tuition & Relocation Reimbursement, and Worker’s Compensation for staff based in MD, State College, PA and Boston, MA. Serve as primary liaison with group insurance carriers to ensure good customer relations. Manage and update confidential personnel and security related files, handle employment verification inquiries, and counsel employees as it relates to all benefit and payroll issues.

Prepare and implement the annual Affirmative Action Plan (AAP) to ensure compliance with Office of Federal Corporate Compliance (OFCCP) and state employment agencies.

Ensure fair administration of the various Employee Award Programs; create award letters and coordinate bonus payments payroll schedule. Provide information regarding retirement options, etc.

Conduct regional activities and prepare monthly reports for Corporate (e.g., annual open enrollment season and employee surveys, company wide review of corporate code of conduct semi-annually).

Conduct interviews, orientations and out processing activities. Manage the HRIS and provide reports to division managers. Oversee the processing of all payroll related elections and bi-weekly vacation/sick accrual balances ensuring issues are addressed timely and in accordance with policy.

Conduct compensation analysis and oversee administration of the Performance Evaluation process to ensure timeliness by mangers and accuracy of HRIS input. Maintain the integrity of the data for compensation and career track plans during the annual performance review period for management review at each location. Utilize internet sources (WebHire.com, BrainHunter.com and Monster.com) to identify potential IT cleared candidates, attending local job fairs as necessary for recruitment purposes.

DIRECTOR OF ADMINISTRATION and CORPORATE RELATIONS

MHM Services, Inc., Vienna, VA(9/97-3/00)

As direct report to the President/CEO, daily responsibilities varied in managing the multi-faceted executive administrator activities for the Corporate Headquarters of this publicly-traded $30M national Mental Health firm. Budget Responsibility: approx. $2 million per year.

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