Human Resource Management

STACEY H. BROWN

Bowie, MD 412-***-**** ************@*****.***

Multi-faceted human resources champion, offering over 15 years of distinguished and commended performance with proven results. Possesses achievement in effective People Management, Employee Relations, Staff/Policy Development, and Compliance. Demonstrated achievement in leading training initiatives, cultivating relationships, and overseeing labor relations directives, policies and systems. An exceedingly motivated and efficient Human Resources Management Administrator with exceptional analytical, fact finding, and highly praised project and case management abilities. Superior performer with superlative communication and technical acumen. Proficient in Microsoft Suite (Word, Excel, PowerPoint, Access, Outlook, Publisher, SharePoint), MS Project, Symplicity, ERecruiting, Taleo, Adobe Suite (Illustrator, Photoshop, Acrobat), and Prezi.

RELEVANT EXPERIENCE

BioReliance (Willmott and Associates, Inc.) Rockville, MD May 2017 - Present

talent acquisition specialist

In collaboration with senior business leaders, track local workforce planning efforts to actively drive hiring and retention. Monitor attrition and report on potential staffing concerns to the organization. Work with recruitment to build strong candidate pipelines. Work closely with employer branding group to develop a strong brand within the local scientific market.

Implement a headcount tracker across all functions to provide a consistent format globally, track permanent heads, temporary employees, offers pending, resignations, etc. to report headcount position to senior leadership on a daily basis. Tracking the onboarding and exit of all employees, across multiple sites of multinational organization.

Track all offers made (temp and perm) and ensure paperwork is sent out in a timely manner and received prior to the employees first day. Ensure all Requisitions are fully approved.

Monitor attrition and provide updates on areas of concern. Carry out exit interviews to provide feedback on reasons for leaving and present to Senior Leadership on a monthly basis. Ensure managers raise Requisitions to back fill the employee and all approvals are in place.

FAIRYJOBMOTHER.ORG Virtual January 2007-Present

Career Services Consultant

Develop, implement, and execute career services strategies for high-caliber and diverse clients and hard to place professionals including career changers, professionals with disabilities, educational limitations, and background challenges.

Foster relationships with clients and team members in order to influence, guide, and drive the career planning process; provide advisement and résumé writing services to clients ranging from entry to C-level executives.

Assist organizations with Ad Hoc Human resource assignments, including recruitment strategies, HRIS selection and implementation processes.

YRCI Washington, DC December 2015-May 2016

Sr. Human Resource specialist

In cooperation with subject matter experts (SMEs) in the Human Capital Strategic Planning and Initiatives Branch, assisted in determining the human capital management strategies developed for the Risk Management Agency (RMA) and Farm Services Agency (FSA) within USDA. Tracked and reported on the strategic planning results to ensure accomplishment of the agency mission. Assisted in analyzing management's use in identification of necessary critical skills, reduction of determined skills gaps, and facilitation of targeted recruitment, hiring, staffing, training/development, retention, and outplacement efforts. Wrote and assisted in the development of the RMA Human Capital Operational Plan; and updated FSA's Human Capital Strategic Plan in alignment with the new agency Strategic Plan.

Analyzed data derived from an internal audit review to evaluate agency human capital programs, policies and processes. Reported to key stakeholders on findings, to include alignment of measures, methods and provide guidance for corrective actions to ensure compliance with at the department, agency, and with OPM’s framework for human capital management and accountability within the Federal government.

Created a workforce profile dashboard for each FSA and RMA Deputy Area to analyze demographic information of the current workforce at a divisional level within each deputy area, and in comparison with the agency, federal workforce, and public sector.

Human Capital SharePoint site management; updated the FSA and RMA HC SharePoint sites with information based on departmental and/or agency requirements; and monitoring of HC activities within the site.

Provided Human Capital planning direction, including Human Capital Governance, and Succession Planning/Workforce Planning initiatives through qualitative and quantitative data analysis and reporting.

NASA GSFC (All Native, Inc.) Greenbelt, MD June 2013-June 2014

Senior Human Resource Development Specialist

Provided senior-level strategic direction to the senior leadership within the Talent Cultivation Office for the development, implementation, and analysis of the core leadership development programs. Planned, implemented, and evaluated employee relations and human resources functions to include: talent management and acquisitions, HR strategy and planning, HR policy, programs, and practices, executive coaching, workforce development and compliance, among other strategies. Ensured planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees, scheduling management conferences with employees, hearing and resolving employee grievances, and counseling employees and supervisors. Maintained Learning Management System (LMS) and ran statistical data reports as requested.

Provided management for seven (7) employees and supervision of two teams, including leadership coaching, mentoring, learning opportunities, and performance management.

Counseled federal HR leadership teams on the design and implementation of HR strategies and programs, advising on recruiting, selecting, orienting, and training needs, to effectively staff individual projects and/or departments.

Assisted in succession planning and employee development practices to aid employees in aligning training needs and future business needs to devise career tracks for employees who demonstrate the aptitude for upward mobility.

Acted as strategic consultant to the director of coaching to develop and relaunch an Executive Coaching Program for senior leaders across divisions, while aiding in the design and management of a SharePoint site, assisting with the recruitment of new coaches, and development of metric reports on various aspects of the program.

Oversaw management of Leadership Development/Training budget tool to ensure compliance with program policy and procedure, rectifying discrepancies upon occurrence.

Created and updated SOPs for use of the coaching SharePoint site, various processes within the Training and Development Office, and all procedures involved in the management of leadership budget tool.

GRANT THORNTON, LLP Alexandria, VA July 2012-March 2013

Senior Associate, Global Public Sector

Served as team lead of a Strategic Human Capital Initiative Plan for USPTO, providing project management to include a phased, multi-year approach to achieve their human capital goals. Maintained management guidelines for federal organizations by preparing, updating, and recommending human resource policies and procedures to department chief operating personnel. Aided in outlining implementation strategies for the proposed initiatives which include expanding OCIO’s onboarding program, developing a mentoring program and designing and implementing succession planning, providing business strategies and solutions. Successfully managed a team of five HR strategists to create and maintain client tools for federal entities in organizational development, onboarding, training, recruitment, and employee incentive initiatives. Established program processes for projects involving recruitment and hiring practices, performance management, employee engagement, skills assessment, and individual development planning.

Managed human resource staff by recruiting, selecting, onboarding, and training employees, and providing assistance with professional and personal growth through learning and leadership opportunities, teaching, and mentoring.

Prepared pay budgets, monitored and scheduled individual pay actions for the projects and clients, including recommending, planning, and implementing pay structure revisions.

Outlined and presented to executive leaders, implementation strategies for proposed initiatives of government agencies, including; expanding organizational onboarding programs, developing mentoring programs, designing retention strategies, and implementing succession planning capabilities.

Established and facilitated employee training and development activities, Brown Bags, informational sessions, and focus groups; including new hire orientation, leadership training and professional development seminars and workshops.

Implemented Content Management Solutions and provided resources for Skills Assessment, integrating Individual Development Plans into the Annual Training Plan process, and Performance Appraisal Plan strategies process for clients and overseeing the administration of SharePoint sites for supervisors and employees.

Oversaw workflow process and portal page solution using SharePoint to support the implementation of Skills Assessment and Individual Development Plan for a 500+ person organization, as well as communicating with senior leadership on the process for capturing competencies for skills matrices for supervisors and employees to identifying skills required for varying career levels for job roles.

Facilitated the initiative to improve the hiring process and tools by supporting a Position Tracking Repository.

Drafted and updated position descriptions and vacancy announcements for direct hire and Open Continuous Announcements, and improved the overall effectiveness of the hiring processes.

Supervised the enhancement of the onboarding programs to increase new employee satisfaction and retention

Provided team direction on best practices and preparing material and tools to aid in the assimilation of new employees into the organizational culture.

Assisted in the development of strategic and tactical initiatives, such as an internal employee pulse survey, customer survey, onboarding programs, a training series for supervisors, and other strategic communications.

Aided in the development and implementation of a Customer Outreach Program to ameliorate customer relations.

BOOZ ALLEN HAMILTON Herndon, VA July 2010-February 2012

Senior Consultant, Strategy & Organization

Delivered management consulting services to the federal government within the in the Civil (Financial and Health) and Defense markets As a member of the Strategy Capability and the Human Capital, Learning & Communications team. Launched organizational strategies to enhance employee job results by counseling and disciplining employees, planning, monitoring, and appraising work products. Offered guidance and direction to clients by developing strategic compensation plans, aligning performance management systems with compensation structure and ensuring adherence to confidentiality provisions. Established strategic solutions for executive leaders across government organizations to meet workforce demands and labor force trends.

Served as project manager/task lead for projects by managing up to 70 employees, including recruiting, onboarding, managing schedules/assignments and serving as a liaison between client and staff.

Managed client relationships, staff development, instituting functional process improvement efforts, and oversaw the completion and delivery of client deliverables.

Leveraged knowledge of government human resources policies and regulations, including; guidance on hiring and staffing, employee relations, employee programs, and human resources initiatives to assist senior leaders in solving strategic issues for federal organizations.

Issued contingent job offers, and made recommendations on candidate selection, personnel advancement and detail assignments.

Responsible for the organization and management Communication and Training tasks on multiple teams, held responsibility for ensuring that Initiatives were communicated across the offices and administrations, and key personnel were prepared to incorporate the initiative into their operations.

Produced a workforce planning desk guide, in support of the Communication and Training task’s efforts to build awareness and understanding of the WFP effort.

Led and supported the analysis of the current state of human capital in financial offices including reviewing department and agency surveys, along with Federal databases, such as FedScope.

Supported efforts to streamline related job series and help to develop a marketing and recruiting initiative

Developed a comprehensive Corporate Recruiting Strategy that emphasizes aggressive entry-level recruitment tactics, mid- and senior-level candidate relationship building techniques recruiting governance processes, and marketing and outreach strategies.

Implemented techniques to support an internet recruiting strategy, diversity recruitment, and hiring event planning strategy, serving to identify, process, and recruit top engineering, logistics and finance candidates.

Provided support in the review of current classifications; including making recommendations for position description (PD) modifications, standardizing PDs, aligning grade levels with OPM classification standards.

EDUCATION

Master of Science, Management/Human Resource Management

UNIVERSITY OF MARYLAND, UNIVERSITY COLLEGE

Master of Arts, Student Affairs in Higher Education

B.A. Fine Arts/Graphic Design

INDIANA UNIVERSITY OF PENNSYLVANIA

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