Andrea Johnson

ac98my@r.postjobfree.com 301-***-****

HUMAN RESOURCES LEADER PROGRAM MANAGEMENT ORGANIZATIONAL MANAGEMENT Results-driven HR Leader who translates business vision into HR initiatives that improve performance, profitability, growth, and employee engagement. 15 years of experience in Talent Acquisition, Training, Organizational Development, Employee and Labor Relations, Federal and State Labor Law Compliance including EEO, ADA, Family Medical Leave Act (FMLA), Compensation and Benefits. Serves as an advisor to senior leadership at the C-Suite level on HR business and strategic operations — proven experience implementing process improvement and staff development initiatives into corporate goals. Experience managing staff in unionized/ non-unionized environments. Industries include: Federal, Public & Private sector

• Active Secret Clearance

• Excellent verbal and written communication skills.

• Strong analytical skills, including the ability to collect, synthesize, and summarize relevant data, perform root cause analysis, analyze workforce and competency data, and provide recommendations and solution strategies clients

• Strong ability to communicate the rationale for changes in policies/programs to high-level managers, leaders, and stakeholders.

• Strong proficiency in financial and project management systems and procedures, ability to develop budgets and identify cost- efficiencies

• Certifications: AIRS Professional Recruiter (PRC); Diversity Recruiter (CDR) and Certified Social Sourcing Certification

(CSSR) Human Capital Institute course: Certified Human Capital Strategist Areas of Expertise: Talent Acquisition, Workforce Analysis, Change Management, Organizational Effectiveness, Data Analytics, Onboarding/Offboarding, EEO & Affirmative Action, Learning & Development, Benefits, Vendor Management, Organizational Management, Regulatory Compliance, Employee & Labor Relations, Performance Management, HRIS Systems SUMMARY OF QUALIFICATIONS

Project Management: Participated in the development of project plans, operating plans, and supporting budgets: determining scope, methods, and resource requirements and schedules for projects. Provided input to requirements statements for acquisition and participated in technical evaluations.

Business Operations: Managed day-to-day activities and operational costs, managing schedules, personnel management, and inventory replenishment. Oversaw budgets and purchasing for departments. Managed vendors contracts and relationships. Worked on analytics and market research led a crew on website design and maintaining the website content. Human Resources: Provides Human Resources support in the following areas. Career Planning, Performance Management, Coaching, Data Analysis, Compensation and Rewards, Employee & Labor Relations, Recognition Programs, and Strategic Development, Talent Acquisition, Workforce Analysis, Change Management, Organizational Effectiveness, Data Analytics, Onboarding/Offboarding, Recruiting, Learning & Development, Vendor Management, Organizational Management, Payroll Administration, Policy Implementation, Performance Management, HRIS Systems.Processed employment transactions (hires, transfers, promotions, etc.); benefits administration to include but not limited to enrolling new hires, processing benefit changes, corporate communications, open enrollment, termination of benefits, auditing, compliance, and recordkeeping. EDUCATION

MASTER OF SCIENCE IN MANAGEMENT

University of Maryland University College

BACHELOR OF ARTS IN PUBLIC RELATIONS

Salisbury University

PROFESSIONAL EXPERIENCE

PROGRAM MANAGER

XTREME SOLUTIONS-WASHINGTON, DC 11/2018-Present

Hours Per Week: 40

Oversee the day-to-day operations of approximately 160 employees on client site at an expert level of proficiency including alignment, strategy building and best practice development. Manage onsite client relationship. Develop emerging trends through management level human resources support in the following areas: Career Planning, Performance Management, Coaching, Data Analysis, Compensation and Rewards, Employee Relations, Learning and Development, Recognition Programs, Strategic Development, Compliance, Full Cycle Recruiting, and HR Project Management. Assist in the management of employee timekeeping, payroll and monthly invoicing processes. Ensure accomplishment of organizational production goals.

• Lead enterprise project management information systems activities to support the ongoing project.

• Develops and present analyses, recommendations, and findings to internal leadership and clients to ensure best practices, program improvement and success.

• Communicates a clear vision/strategy by setting clear priorities which align account activities. Key Highlights:

• Participates in evaluations and assessments designed to identify and define issues, review and analyze data, and evaluate/document best practices.

• Implements employee morale and welfare programs that saw an increase in retention by 25%. HUMAN RESOURCES SPECIALIST

UNITED STATES AGENCY FOR INTERNATIONAL DEVELOPMENT (USAID) – Washington, DC 09/2017-10/2018 Hours Per Week: 40

Functioned as an expert human resources consultant for approximately 400 employees/contractors on staffing, staff development, performance management, and workforce planning. Partnered with Recruiters to develop recruiting strategies and organize outreach activities. Maintained internal partnerships with the leadership team. Developed and led branding messaging and outreach materials. Communicated job opportunities using social media portals.

• Developed, managed and participated in functional and cross-functional HR initiatives

• Managed staffing levels by maintaining accurate reporting of headcount, open positions, and temporary staffing

• Produced performance management job aides, training sessions and online materials. Key Highlights:

• Established a wide variety of technical documents to include employee handbook, job aides and centralized policies database.

• Provided expert policy interpretation, development, and updates. Support organizational programs on an ad hoc basis.

• Avoided legal challenges by understanding current legislation, educating managers on regulations, and recommending new procedures

HUMAN RESOURCES MANAGER (SOURCING & TALENT ACQUISITION) WASHINGTON METROPOLITAN AREA TRANSIT AUTHORITY (WMATA) — Washington, DC 10/2008-09/2018 Hours Per Week: 40

Provided day-to-day direction to six Human Resources Generalists in the administration of comprehensive human resources functions to include recruiting, training, compensation and employee relations for approximately 1200 employees in Transit Police, Information Technology, Communication/Public Relations, Real Estate, Legal and Safety Departments while maintaining compliance with five union contracts. Consulted with Executives & Managers regarding workforce & strategic planning. Developed client succession program; designed and facilitated to performance management training for managers & intern training programs. Oversaw requests in association with Title VI or VII. Responded to employment/EEO or accommodation complaints. Assisted with budget planning and management. Directed immigration complaint programs. Drafted Standard Operational Procedures and policies. Directed Recruiters on recruitment programming and strategy development for internal clients. Partnered with agency leaders to develop strategic workforce planning. Oversaw recruitment initiatives for all entry-level apprenticeships & on-the-job training programs. Maintained knowledge of federal, state and jurisdictional employment and payroll laws as well as timekeeping.

Sourcing/ Talent Acquisition

• Expanded human capital programs by informing and attracting Millennial & Gen Z candidates through educational institution partnerships which advised students of transportation industry opportunities. Served as Program Manager for Summer College Intern, Entry Level Hiring and offsite sourcing programs.

• Designed and delivered informational presentations to external agencies & prospective audiences regarding recruiting. Sought partnerships with the underserved populations and those who may require employment accommodations. Advocated for online resources to expand advertising opportunities and partnership building. Managed job board, social media and external advertisements. Produced annual data for EEO-1.

• Partnered with Marketing Department on brand development and recruitment marketing. Developed and served as Program Manager for the Summer College Intern training program. Led military/veteran, diversity, disability and other agency-wide recruitment initiatives. Initiated and oversaw diversity & educational institution partnerships to attract students. Responded to employment/EEO complaints and accommodation requests.

• Addressed requests in association with Title VI or VII. Managed job boards, social media, and recruitment advertising programming, and budgeting. Established Standard Operational Procedures and policies associated with recruitment, partnered with departments & vendors to produce annual data for EEO-1. Benefits

• Assisted with worker’s comp, accounting and 401k audits as needed. Administered the Flexible Spending Account transit and parking program. Managed health/welfare plans including dental insurance ensuring enrollments, changes and terminations were submitted promptly.

• Drafted modernized communications associated with advertising of benefit programs. Compliance/Employee Relations/Labor Relations

• Conducted research and prepare special reports on employee relation issues, worker's compensation claims, unemployment

• claims, and OSHA claims. Conducted research and advise management on relative insurance and labor relations issues that, when applicable, could impact the organization.

• Ensured compliance with 5 labor union agreements.

• Synthesized OFCCP recruitment data for annual reports from multiple sources. Compensation & Human Capital Planning

• Conducted short and long range strategic human capital planning and compensation program development associated with department restructurings, organizational or job market changes.

• Synthesized recruitment and retention efforts in conjunction with organizational metric goals.

• Assisted with internal subject matter experts on market surveys. Training & Development

• Implemented new and re-engineered programs for managers and College Interns.

• Completed modern change management techniques for internal clients as well as Human Resources.

• Conducted internal performance management trainings for executives and managers as needed. Key Highlights:

• Spearheaded development of internship program for up to 40 participants; placed ~15 interns into full-time positions over the past eight years resulting recruitment savings of approximately $4,000 per intern.

• Developed comprehensive recruitment strategies and placement processes, significantly contributing to the accomplishment of objectives reducing time to fill from approximately 78 to 45 days.

• Executed of national recruitment strategies for broader organizational brand recognition.

• Maintained compliance with federal, state and internal rules, regulations, policies, and union contracts.

• Implemented strategic workforce succession planning for managers & senior managers. HUMAN RESOURCES MANAGER

SCIENCE APPLICATIONS INTERNATIONAL CORPORATION (SAIC) — Washington, DC Virginia 10/2004-10/2008 Hours Per Week: 40

Supervised two employees in handling the overall departmental activities in support of government (such as FAA, NOAA, NASA, DoD) and commercial clients including recruiting, compensation, employee benefits, training, and employee relations. Fostered positive employee relationships in alignment with company objectives for 250-450 staff within the continental U.S. as well as internationally. Maintained immigration documentation for foreign national employees.

• Counseled employees on various employment matters. Conducted employee relations investigations for geographically dispersed employees.

• Formed partnerships with onsite management and supervisory team to deliver essential guidance and training for program and operations management when applying compensation guidelines appropriately through the performance appraisal process

• Maintained knowledge of federal/domestic and international laws, policies and procedures associated with employment, payroll and benefits.

• Conducted performance management trainings for managers and evaluators. Key Achievements:

• Collaborated with both internal and external immigration attorneys to ensure successful visa and green card administration.

• Provided key focus on expatriation and repatriation of U.S. employees.

• Gained solid change management experience through participation in the merger and acquisition of a small company.

• Successfully implemented essential recruitment efforts at all levels for hard to fill positions. SENIOR HUMAN RESOURCES ADMINISTRATOR

ANTEON CORPORATION — Annapolis, MD 6/2000-6/2004

Hours Per Week: 40

Served as the site representative for 200 staff located across three offices. Expertly interpreted and implemented comprehensive human resource policies and procedures, and executed all human resource functions in support of government (such as DARPA and NAVSEA) and commercial clients.

• Strategically planned and managed workforce analysis to determine the availability of specific employee types required to meet immediate as well as long-term program requirements.

• Conducted employee relations investigations. Facilitated transitions related to merger and acquisition of a smaller company. Key Achievement:

• Skillfully interfaced with the vice president and management team to evaluate and allocate divisional workforce and financial resources to strategically accomplish corporate objectives. BENEFITS ADMINISTRATOR/CONSULTANT

NATIONAL ENERGY GROUP (formerly PG&E Generating) — Bethesda, MD 11/1998-5/2000 Hours Per Week: 40

BENEFITS ASSOCIATE

POTOMAC ELECTRIC POWER COMPANY — Washington, DC 10/1993-11/1998 Hours Per Week: 37.5

PROFESSIONAL DEVELOPMENT/CERTIFICATIONS

Certified Employee Benefits Professional;

World at Work Courses: Variable Pay Incentives and Recognition & Regulatory Environments for Compensation Programs; Program Management Professional Boot camp

TECHNICAL/COMPUTER SKILLS

Proficient in Microsoft Office Suite (Access, Word, Excel, Visio, PowerPoint, Project, Outlook), Human Resources Information Systems (HRIS), PeopleSoft, Taleo, SAP, Workday, Paychex, Kronos, Applicant Tracking Systems, and CRM, Enterprise, Various ADP Payroll & HR products, Ceridian HPW, DayForce, Preview, Citrix, Oracle, People Soft, Lexis Nexus, iCims.

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