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Sr. Human Resources Classification Specialist

Location:
Montgomery County, Maryland, United States
Salary:
Negotiable
Posted:
April 21, 2017

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Reginald W. Stewart

**** ******** ****** ****** *****, MD 20748 • 240-***-****301-***-****

acxk61@r.postjobfree.com

PROFESSIONAL HIGHLIGHTS

US Army Veteran with over 30 years of extensive experience providing Human Resource administration and counsel to staff and management. Expertise in federal government classification, federal government position description, compensation, affirmative action, worker’s compensation, benefits, training, EEOC laws and regulations, performance management, recruitment and employee relations. Extensive background in staffing, retention, training, and branch management. Demonstrated ability to collaborate with business executives to set and attain short and long-range business goals. Proven ability to perform strategic planning, then develop and implement creative solutions that enhance human effectiveness. I have superior hands-on experience with design, development and implementation of annual budgets, incentive for plans and P&L management. Possess superb written and oral communication skills. Proficient in MS Word, Excel, PowerPoint, Outlook and HRIS System (People Soft, ADP Perspective, ESP, Quick hire, E-Induction, CAP HR, SharePoint, NFC USA Jobs, USAStaffing.)

KEY ACCOMPLISHMENTS

• Maintained a history of strong benefits management, implementation of policies and procedures, coordination of benefits programs for exempt and non-exempt personnel.

• Determined factors to retain intellectual capital, restructured companies, integrated infrastructure, and established new employee relationships during mergers.

• Participant on the acquisition team merging a series of commercial companies to current company HR policies and procedures.

•Superior core competencies’ in the following areas: Conducted complex staffing and classification issues, prepare analytical evaluation reports, interpreting OPM Classification Standards, conducting desk audits, coaching and guidance to other HR specialist, and resolving sensitive human resources issues.

•Experience which provided skills, knowledge and expertise of Title 5, Title 38 and/or Title 42 Federal Human Resource employee training and development administration and support.

Written position descriptions for Title 38 such as; Physician, Physical Therapist, Pharmacist, Diagnostic Radiologist Technicians, Medical Instrument Technician, Registered Repository Therapist, Health Physics, Medical Records Technician, Medical Records Administrator, and Nurse.

• Implemented policies and procedures pertaining to federal human resources guidelines in areas of compensation Title 38, performance management, and employee relations.

•Employee and Labor relations programs in providing technical advisory services to managers and employees.

• Directly supported National Disaster Medical System (NDMS) mission by rewriting 49 position descriptions (PDs), preparing pre-consultation worksheets, generating 0F8’s, and finalizing job analysis for each of these positions within the last 13 months.

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•Reviewed organizational change requests and provide input on classification and position management implications.

•Processed all National Disaster Medical System (NDMS) Intermittent Employee applications and Personnel Actions requests for 92 NDMS teams (9289 employees), which include team employee address changes, name changes, team transfers, resignations, decedents, terminations, banking information and medical licenses, qualification of 1589 new applicant in Knowledge Base, conversion and certifications.

•Developed a training plan to train specified DTRA (J1 HR specialists) on all aspects of classification and position management; conduct continual on-the-job training to those specialists to provide the knowledge, skills, and abilities needed to become subject matter experts.

PROFESSIONAL EXPERIENCE

(Strategic Resolution Experts, Inc.) Defense Threat Reduction Agency

Fairfax, VA 9/2015-Present

Senior Classification Management SME

As a senior level HR Position Management and Classification Specialist, provide advanced level human resources consultant to Defense Threat Reduction Agency lead classifier, to agency senior leadership, division managers, branch managers, labor and relation manager and other human resources specialists. In that capacity, my duties include but are not limited to:

•Advise senior leadership on a wide range of difficult staffing and classification issues to include: defining issues, determining applicable laws, regulations, precedents, and identify the most appropriate and propriety of actions to be taken on implementing classification and staffing actions.

•Classify General Schedule civilian position descriptions (PDs), with an emphasis on Science, Technology, Engineering, and Mathematics, and Defense Civilian Intelligence Personnel System civilian position descriptions, and write evaluation statements.

•Develop position descriptions utilizing appropriate formats, assign positions to the appropriate occupational group(s) and determine appropriate grade level based on the application of classification protocol and standards outlined by the Office of Personnel Management (OPM).

•Assign the appropriate Competitive Level Code (CLC) and ensure the CLC is annotated on PDs. Conduct periodic reviews to ensure the Defense Logistics Agency (DLA) is correctly coding CLCs in the Defense Civilian Personnel Data System.

•Use Adobe Pro, beyond basic user, to make required pen and ink changes to electronic PDs. Such changes may include, but are not limited to, organizational changes resulting from reorganizations; security clearance requirements; telework eligibility; Emergency-Essential designation; and Defense Acquisition Workforce Improvement Act certification requirements.

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•Reviewing and classifying position descriptions, writing reports of findings, conducting desk audits, and preparing evaluations as required for internal activity or in response to external requirements. •Prepare position evaluation reports and communicate actions that must take place as a result of position classification/management determinations.

•Classify and prepare succinct classification evaluation reports for position in various occupational series both in narrative and FES formats ranging in level from GS-05 through GS-15; developed evaluations statement, including rationale for Factor Levels (FLs), and point values credited and prepare final reports of findings and recommendations.

•Conducting desk audits on current positions to determine appropriateness of job title, series, and grade level determinations, based on management and/or employee requests.

• Classify and evaluate jobs using FES point factor, and factor comparison methodologies to determine appropriate position grade levels, in the Narrative format, and prepare final reports of findings and recommendations.

•Consult with hiring managers on position management standpoint to ensure that the proposed duties are within the organization’s mission space and the new position does not create unnecessary duplication of work.

•Conduct final quality check of PDs to ensure accurate classification determination prior to submission to the supervisor for signature.

Conduct compensation studies and developing implementation strategies; analyzing salary structure; evaluating positions and preparing recommendations.

•Write, maintain, and support a variety of agency reports or queries using various reporting tools, assist with the development of standard reports for ongoing DTRA needs,

help maintain data integrity in systems by running queries and analyzing data, and maintain responsibility for HR integrations.

•Review organization staffing plan and PDs for: appropriate position management, accuracy of duties, position sensitivity, Fair Standard Labor Act determinations and bargaining unit status codes.

•Review personnel action requests for supportability, complete appropriate position descriptions, providing managers alternatives if applicable and moving the action forward to staffing team for execution.

•Conduct desk audits on staff to include interviews, coordination of questionnaires, and preparing evaluation statements.

(David Evans and Associates) U.S. Department of Energy-Bonneville Power Administration, Portland, OR 1/2015-8/2015

Senior Classification/ Human Resources Specialist

As a senior level HR Position Classification Specialist, provided advance level human resources consultant to Bonneville Power Administration lead classifier, to the agency senior leadership, transmission manager, program managers, line managers and other human resources specialists. In that capacity, my duties include but are not limited to:

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•Conduct General Standard (GS) position classification research and desk audits, including position description review, and evaluation statements.

•Applied GS position classification standards to determine title, series and grade of positions.

•Conducted position management studies to propose streamlining and operational efficiency measures for complex organizations.

•Developing position descriptions for newly established positions and preparing Bonneville Power Administration response to employee classification appeals.

•Provided oversight and quality control of daily classification activities to ensure consistency in classification decisions, as well as compliance with OPM policies, guidelines and procedures. Conducts OPM-ordered classification reviews and consistency reviews resolving problems as they arise. Serves as a member and consultant to reorganization teams and task forces.

•Maintaining a continuing awareness in all matters concerning the mission, function, programs, organization, management and trends of assigned organizations to determine possible effects on classification and position management.

•Provided technical guidance and assistance to client managers and the Classification and Compensation staff to maintain and ensure position classification accuracy and consistency in interpreting and applying position classification standards and in reviewing classification issues for major program implications.

Provide advisory service to Transmission and Power management and staff on GS position classification and position management issues.

•Communicated grade distinctions to management with supporting criteria and justification; and make fine distinctions in the proper crediting of factor levels and ultimate allocation of grade levels to positions.

• Draft and subsequently, write and finalize position descriptions.

• Collaborated with HR staff, program managers, and supervisors to address and resolve unusual, complex and urgent classification actions.

• Classified and prepared succinct classification evaluation reports for position in various occupational series both in narrative and FES formats ranging in level from GS-05 through GS-15; developed evaluations statement, including rationale for Factor Levels

(FLs), and point values credited and prepare final reports of findings and recommendations.

• Classified and evaluated jobs using FES point factor, and factor comparison methodologies to determine appropriate position grade levels, in the Narrative format, and prepare final reports of findings and recommendations.

•Advised client managers and Human Capital Management staff on the accepted principles and rules of judgment in analyzing complex individual position and organizational structure issues.

•Provided management with insight in establishing organizational structures that are efficient, cost effective, support desired grade levels, and facilitate career development.

•Ensured compensation job evaluation, salary administration and compensation practices fully comply with Fair Labor Standards Act (FLSA/Wage & Hour) requirements. Organized and supervised periodic internal audits.

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(GAPSI) U.S. Department of Health & Human Services, Washington, DC 8/2008-12/2014

Senior Classification/ Human Resources Specialist

As a senior level HR Position Classification Specialist, provide advanced level human resources consultant and advisory services to the Office of the Assistant Secretary Preparedness and Response (ASPR), to the agency senior level leadership, program and line managers, and other HR Specialist. In that capacity, my duties include but are not limited to:

• Serving as a resource and technical advisor to top management in classification and position management matters, proposing solutions to resolve controversial, complex, and very difficult classification problems and providing authoritative technical assistance and solutions to classification problems referred by specialists at agency or to requests for explanations or clarifications of decisions by ASPR operating officials, employee groups, or employee representatives.

• Provided technical expertise to managers and supervisors on complex, difficult aspects of job classification and organization design.

• Advised senior leadership on a wide range of difficult staffing and classification issues to include: defining issues, determining applicable laws, regulations, precedents, and identify the most appropriate and propriety of actions to be taken on implementing classification and staffing actions.

•Monitored and ensured agency-wide position classification accuracy and consistency in interpreting and applying position classification standards and in reviewing classification appeals for program implications.

• Advised management on recruitment and placement strategies, sources, and special programs which support merit system objectives and principles in recruiting for and filling agency vacancies.

• Reviewed and performed in-depth analyses substantive classification issues, and present definitive treatment of leadership’s consideration.

• Prepared appropriate evaluation statements using OPM classification standards for PDs where one does not exist or where the PD requires a new evaluation statement. Evaluation statements must be written in Factor Evaluation System (FES) and narrative format and be commensurate with the level of complexity of the apparent classification issues.

• Collaborated with HR staff, program managers, and supervisors to address and resolve unusual, complex and urgent classification actions.

• Draft and subsequently, write and finalize position descriptions.

• Classified and evaluated jobs using FES point factor, and factor comparison methodologies to determine appropriate position grade levels, in the Narrative format, and prepare final reports of findings and recommendations.

• Analyze job information to determine the appropriate occupation group, classification, and Fair Labor Standards (FLSA).

• Conducted comprehensive organizational assessments of job analysis studies.

Served as a HR Specialist performing expert staffing duties that include:

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• Reviewed and evaluated job applications to determine applicants’ qualifications.

• Provided staffing services in support of Human Resources functions. Assist in recruitment for ASPR, NDMS, and OPDIVs/STAFFDIVs Client Services Division, with preparing job analyses and rating schedules.

• Prepared vacancy announcements for various government positions. Upload vacancy announcements on the Office of Personnel Management websites, USAJOBS, and USA Staffing.

• Reviewed and evaluated job applications to determine applicants’ qualifications for merit promotions (MP), and delegated examining (DE), announce vacancies; preform qualification analysis to determine those applicants to be to selecting officials.

• Screen applications to ensure applicants meet minimum qualifications for Agency’s positions.

• Provided HR policy guidance and interpretation of OPM regulations to managers and HR employees, and clients on a wide range of human resources issues, to resolve difficult

Issues/problems based upon extensive knowledge of HR regulations, laws, and policy pertaining to classification, recruitment, and staffing.

• Managed classification appeals, conducting desk audits, and developing policy and standard operating procedures related to position classification management. • Implemented HR functions in accordance with the Office of Personnel Management (OPM) Code of Federal Regulations (Title 5 CFR), OPM Resources Management

Polices, Position Classification Standards and Interpretation Guides, Executive Orders, and Employee Relations/Collective Bargaining Agreements.

• Performed organizational studies and prepare mission and functions statements and organizational charts. Implement staffing analysis and management for ASPR clients.

• Classified positions using NCR Client Services Division’s format. Performing classification duties will follow all BCSD policies and directives, including the collective bargaining agreements NCRSD has with its employees union, as applicable.

• Administered and processed actions such as, pay setting, veteran preference regulations, SF 50’s, SF52s, SF 75s, prepared and processed upgrades/conversions, reassignments, terminations, resignations, address changes, change in duty stations, and benefits.

• Coordination of employee onboarding and exit processing, retirement, time, attendance, and leave.

Merlin & Associates Ft. Detrick, MD 4/2008-4/2008

Career Counselor

• Worked with 20 government agencies, 10 academic institutions, 7 non-profits, and 9 private companies. •Performance management training includes leadership and management skills,

teambuilding, time and stress management, communications, and customer service. • Authorized distributor of Inscape Publishing products (DiSC, Time Mastery Profile, etc.). Qualified to administer the Myers-Briggs Type Indicator assessments to existing military personnel and civilians.

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• Provided resume preparation for soldiers and government employees transitioning from green to gray.

Securiguard, Inc., McLean, VA. 1/2007-7/2007

Human Resource Manager

• Planned, directed, supervised, and coordinated work activities for subordinates,

• Managed government contracts and sub contracts for the Library of Congress, US

Navy, MITRE Corporation, JFK Performing Arts, National Archives, FDIC, Banco Central de Puerto Ricoand, Coastal International Security (Environmental Protection

Agency), Defense Nuclear Agency, Lockheed Martin, and Dulles Airport.

• Identified staff vacancies, interviewed and recruited approximately 200 applicants on a monthly basis.

• Provided current and prospective employees, a total of 1500, with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee rollouts for exempt and non-exempt employees.

• Performed difficult staffing duties, including dealing with understaffing, refereeing disputes and administering disciplinary procedures.

• Involved in the company organizational design, revamping corporate direction in

concert with the operation, training, accounting, clients, and compliance departments.

•Analyzed and modified compensation and benefits policies to establish competitive programs and ensured compliance with legal requirements.

• Planned, directed, supervised, and coordinated work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.

Prepaid Legal Services, Inc., Lithonia, GA. 12/2003-12/2006

Executive Director

• Recruited, hired, supervised and trained new associates in enhanced benefits packages.

• Administered enrollment of over 60 new associates, setting up employee benefits and

Incentive plans. Managed and supervised 32 employees through coaching and mentoring for incumbent professional growth.

• Generated reduction in turnover rate by 20%, by developing creative training objectives. • Resolved customer complaints regarding sales and service. • Oversaw regional and local sales managers and their staffs.

• Planned and direct staffing, training, and performance evaluations to develop and control sales and service programs. • Determined price schedules and discount rates. • Reviewed operational records and reports to project sales and determine profitability. • Monitored customer preferences to determine focus of sales efforts. • Prepared budgets and approve budget expenditures.

TrueGreen-Chemlawn, Austell GA, 9/2000-3/2005

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Branch Manager

• Directed, coordinated and oversaw sales activities, managed administrative operations, personnel functions, and day to day staff production.

• Developed, prepared and administered annual branch budget of over $8M.

• Provided company leadership and company direction for 85 branch employees.

• Oversaw and managed expenses and variable overhead items including profit and loss of the operation. Increased the branch’s revenue by 15% over previous years.

Orkin Pest Control, Atlanta, GA. 9/1983 – 5/2000

Branch Manager

•Recruited and hired talent for branch, training all employees and providing mentoring

and coaching for performance improvements.

•Lead branch sales and service divisions and direct day-to-day activities within the branch. Analyzed operational and financial indicators to continuously improve branch

performance.

• Generated 40% profit margin for entire year of 1999 and increased sales revenue by 22% over previous fiscal year.

• Decreased branch turnover by 23% over prior year.

•Monitored expenses and analyzes financial performance and budget of branch

•Identified operational deficiencies and implement plans for improvement.

•Recruited, selected and trained sales, service, and administrative staff

•Performed field evaluations and coach sales and service staff.

•Audited and approved sales service agreements.

•Conducted periodic audits of service work performed.

•Analyzed sales performance gaps; and provide training and support to location managers, and sales teams to develop new business.

•Provided strategic focus and planning to develop and retain business

•Visited locations to inspect and evaluate and resolve customer complaints.

•Maintained proper inventory of pest control, termite and related products.

•Participated in manager meetings and training programs

•Monitor regulatory compliance with state and federal agencies.

• Processed personnel actions and benefits administration for branch employees.

• Performed complete project management for HR activities and programs.

• Planned, executed and administered $12M budget, reconciling expenditures to the general ledger and working within budget.

MILITARY EXPERIENCE

United States Army Reserves, Decatur, GA. 8/1977 -1/2003

Personnel Manager

• Performed a variety of administration/professional human resource functions in areas

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such as recruitment, compensation, employee relations, training, and development, EEO/Affirmative Action, classification and benefits administration. Conducted benefits needs assessment, implement benefits rollouts and updates to personnel.

• Advised management of corporate personnel practices, policies, and procedures and made recommendations for change of corporate personnel practices, policies in human resources related functions.

• Delivered quality service to 2000 mobilizing soldiers per week, solved problems, and communicated effectively appropriate division, benefits, incentive plans and performance management.

• Developed contracts with outside suppliers to provide services such as canteen, transportation and relocation for mobilizing and demobilizing soldiers.

EDUCATION

American Intercontinental University, B.A. Human Resources Management Anticipated Degree 12/2016



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