LATONYA C. DAWSON

301-***-****

adi9z0@r.postjobfree.com linkedin

Professional Summary

An innovative Human Resources Business Partner with tenure in leading successful change management strategies and implementing Human Resources (HR) process and program improvements to help ensure effective recruitment and workforce retention. Experienced in data collection and analysis, employee engagement, corporate policies and procedures, and complex employee relations.

Recruitment and Retention

Compensation and Benefits

Payroll Administration

Performance Management

Services Contract Act/Non-Exempt expertise

Expatriation/Repatriation expertise

Workforce Planning

Training and Development

Equal Employment Opportunity/Affirmative Action

Human Resource Management System Data Administration and Analysis

Change Management

Expertise in supporting 500+ employee population

Employee Relations

Professional Experience

Senior Human Resources Business Partner

05/2020 – 12/2020

BAE Systems

Provided guidance, coaching and solutions to 35 Managers, 1 Vice President and 6 Program Managers on employee engagement, employee relations, performance management, career development, talent assessment, change management, policies and procedures and salary planning through implementation of bi-weekly meetings with Leaders. This helped ensure HR initiatives were communicated effectively, and provided additional training, where necessary. This increased the full understanding of all HR initiatives by 90%.

Partnered with Vice President weekly to discuss organization’s culture, influencing change, and provided strategies for improvement. This communication allowed me to implement strategic HR skills, which were 100% beneficial to the organization.

Partnered with leadership team on full life-cycle of the recruitment process to include: identifying the required knowledge, skills and abilities, which yielded an increase of quality hiring by 80%.

Conducted an effective on-boarding process that introduced organizational policies, procedures, and organizational culture, resulting in a 50% decreased of additional inquiries and questions directed to leadership.

Conducted on-going training needs assessment for employees and recommended internal training programs when appropriate, increasing employee knowledge by 20%.

Managed internal human resources monthly data adhoc reports, which helped identify, diversity concerns, and salary equity issues, adding value that helped identify diversity and decreased equity pay by 20%.

HR Consultant

01/2020 – 05/2020

ACT I

Investigated all employee relations concerns, hostile work environment, discrimination, employee conduct, time charging, and retaliation issues. Communicated with Regional Managers / Directors relative to pending investigations and engaged with Legal, when appropriate.

Managed the HRIS entry, developed weekly reporting, unemployment claims, workers compensation claims filing, incident reports, and new hire and benefits orientation.

Provided guidance and counsel on employee performance issues, and provided strategies/ procedures relating to employee performance.

Provided guidance to Regional Managers/Directors on Change Management initiatives and provided individual guidance and training, when necessary.

Managed all Americans with Disabilities Act (ADA), Leave of Absence (LOA), Short-Term Disability (STD), and Family Medical Leave Act (FMLA) matters, partnering closely with CIGNA to ensure approval was timely and answered any additional questions.

Provided training to Regional Managers/ Directors and Employees on all HR initiatives.

Partnered with Regional Managers / Directors on Performance Management and made necessary recommendations on ratings and compensation.

Provided salary recommendations to Regional Managers/Directors based on position level, market analysis and internal equity comparisons.

Reviewed position descriptions and ranking tools for Regional Manager/Directors.

Developed recruitment strategies to proactively search for candidates using various advance sourcing techniques, conducted phone screens, and Skype interviews.

Reviewed employment applications, resumes and provided quality candidates to Regional Manager/Directors.

Communicated workforce analysis methodology that was integrated into ongoing operations across the corporation.

Senior Human Resources Generalist

03/2019 – 10/2019

Green Key Resources

Managed the HR function for the acquisition of two companies.

Provided recommendations and provided input on employee handbook and benefits.

Scheduled phone screens and communicated to candidates the next steps regarding the position.

Reviewed resumes and provided candidate recommendations to management.

Senior Human Resources Partner

07/2017 to 01/2019

Peraton

Led HR projects and implemented new initiatives across the HR community actively participating in the implementation, enhancement, maintenance and future development of HR programs.

Coached, consulted and delivered HR programs, (i.e. Performance Management, Rewards and Recognition, Merit promotion plan, recruitment and Compliance).

Engaged effectively with Senior Management and Vice President, demonstrated HR’s value, and support change management activities.

Managed multiple tasks simultaneously, performing in-depth analysis of programs and policies, demonstrating solid interpersonal skills necessary to interact with employees and all levels of leadership.

Partnered with the business leaders in multiple departments to support employee relations, workforce planning, affirmative action, and employment equity programs.

Supported Human Resources functions and administration involving the maintenance of related records within multiple HR systems.

Managed confidential and complex employee relations investigations. Provided support, guidance, consultation and advice to department leaders on methods and approaches to resolve employee performance issues, support employee development efforts, retention of qualified personnel and engaged legal advisors, as needed.

Administered corporate Human Resources policies, programs, and procedures, and provided HR guidance and training across the organization in support of corporate policies.

Supported Human Resources Operations personnel for Human Resource Information System (HRIS) entry, weekly reporting, unemployment claims, workers compensation claims filing, incident reporting, new hire and benefits orientation, benefits eligibility management, audits, and leave administration.

Analyzed trends and metrics in partnership with the Human Resource group to develop solutions, programs, and policies.

Impacted Business Area through establishment of strong relationships and offered innovative solutions to help leaders meet business objectives and challenges.

Partnered with Senior Recruiters on full life-cycle recruiting process for Technical, Administrative, Collective Bargaining Agreement (CBA), Union, and all Engineering positions, for Senior Program Managers.

Implemented hiring strategies for Business Area to ensure National Aeronautics and Space Administration (NASA) customer requirements were met.

Created position descriptions in iCIMS data base system for all open requisitions, utilizing evaluation method to ensure company compliance.

Collaborated weekly with Senior Managers to discuss requirements and candidate fitness for all open requisitions.

Provided salary analysis and equity reports to hiring managers prior to making internal and external offers.

Partnered with Compensation team on salary recommendations prior to extending offers.

Performed phone screens and provided applicants with company information and effectively responded to benefit inquiries.

Extended formal job offers and collaborated with managers on salary re-negotiations with candidates.

Partnered with stakeholders involved with the on-boarding process to help ensure a smooth transition for new hires.

Processed personnel actions utilizing Ultipro HRIS payroll system.

Mentored and trained entry level recruiters on hiring regulations and policy guidance, when required.

Conducted meetings, briefings and other presentations to senior management and supervisor on human resources related issues.

Human Resources International Business Partner

11/2007 to 07/2017

Lockheed Martin Corporation

Analyzed difficult human resources issues with 20 Program Managers, implementing recommendations and providing alternative solutions regarding employee relations and pay grievances for a population of 300 personnel.

Mentored Junior Level Global Mobility team members in training, usage of tools and templates, and policy and procedures to ensure coverage and smooth office operations during scheduled and unscheduled absences.

Prepared monthly reports and initiated a variety of personnel actions from HRIS system for over 300 employees for pay rate change, job title changes and completion bonuses, which increased timely payments by 80%.

Reviewed and supervised the data entry in PeopleSoft for 300 personnel actions, performing quality control review to ensure timely, accurate, and appropriate resolution, this decreased the error rate by 90%.

Processed personnel actions, travel orders, weekly payroll, Living Quarters Allowances, Goods & Services TQSA) and interim living per Diems with third-party relocation vendor.

Coordinated and advised 20 Program Managers weekly on recruitment, staffing and placement strategies, by attracting highly qualified applicants for the Middle East and Americans Region.

Partnered with Immigration and Relocation Vendor to ensure employees were compliant with country requirements, this improved the traveling time by 90%.

Conducted weekly orientations to employees travelling to the Middle East and the American region, and answered benefits questions and provided in country laws and standards.

Senior Human Resources Business Partner

10/2006 to 11/2007

Lockheed Martin Corporation

Processed and documented a wide variety of human resource actions to include hiring, terminations, weekly payroll, promotions, realignments, and merit increases for over 200 employees. This resulted in a 25% decrease of inaccurate data in HRIS.

Provided guidance and recommendations to 20 Program Managers and executives on the procedural and regulatory requirements of the annual merit and promotion process for over 200 personnel. Evaluated over 200 employee ranking factors and provided recommendation for compensation increases from 1% to 5%.

Designed a project schedule and managed an HR Specialist on maintaining a 100% compliance for the Wage Determination (WD) portion of the contract. Ensured departments were correctly set-up to support WD employees; assessed weekly reviews of benefits and special pays; completed monthly audits; and performed routine training and education to managers and employees on WD requirements.

Provided consultative career development, job interview preparation, job placement, and performance management to help build student career profiles, which resulted in 90% job placement.

Reconstructed all internal and external job descriptions to ensure compliance with the ADA. Implemented training modules on change management and conflict resolution, while creating an EEO manual that focused on EEO compliance, diversity and inclusion, and employee engagement. This ensured 100% compliance.

Human Resources Business Partner

08/2005 to 10/2006

Lockheed Martin Corporation

Participated in leadership meetings to discuss organizational changes, turnover, skills requirements, position allocations, and other issues impacting recruiting and staffing. Fostered consistency and hiring process efficiency.

Partnered with 20-25 Program Managers and executives to understand the vision, business needs and objectives from a human capital standpoint to create strategic initiatives. This partnership increased business growth and implemented workforce development/planning strategies that sustained business needs and increased retention through talent management, while also fostering a diverse and inclusive work culture.

Provided weekly guidance Program Managers and executives to accurately identify minimum qualifications and create effective sourcing strategies to generate a diverse pipeline of qualified candidates, managing up to 50 requirements simultaneously.

Provided advice and guidance to Program Managers and executives regarding complex and sensitive issues surrounding employee relations, sexual harassment and discrimination, reduced complaints to Vice Presidents by 50%.

Managed the hiring process for Program Managers and executives to identify selected qualified candidates by reviewing position, requisition, and salary structure, which ensured offers were aligned to business needs.

Utilized Behavioral-Based Interviewing Techniques, managed recruiting efforts, created job requisitions, and created job descriptions for over 100 open positions, resulting in attracting over 80% qualified candidates,

Managed database information by providing a rating scale of 1-5, where 1 represented ‘Does Not Meet Requirements’ and 5 represented ‘Exceeds Requirements’ relative to skill assessment experience and knowledge related to position requirements.

Developed and provided weekly, monthly and quarterly recruiting reports to identify success and areas requiring improvement. Hired 100+ Information Technology (IT), Program Managers, Engineers, Payroll Representatives and Executives in first four months, exceeding monthly goals by 100%.

Contacted selected candidates and negotiated salaries, which saved the company 10% on multiple job offers.

Communicated with 50 to 100 prospective candidates weekly via email and telephone during the lifecycle, ensuring that all questions and concerns were addressed regarding the on-boarding process and that all documents were completed in a timely manner. This reduced additional questions by 50% during new hire orientations.

Partnered with hiring managers in-person and via email daily/weekly to provide status updates on potential candidates. Created ad hoc reports to be utilized by hiring manager within the organization, reducing management questions by 75%.

Retrieved, compiled and manipulated candidate personal data, and generated ad hoc reports from PeopleSoft leveraged by managers within the organization, decreasing management questions by 90%.

AWARDS AND HONORS

Pathfinder Award 2020

Bronze Award 2018 HR Projects

Team Award in 2004 for the setup of new facilities acquisition and operations

Award in 2004 for creative thinking and professionalism

Award in 2005 for dedication and outstanding ethical behavior

TECHNICAL SKILLS

Solid MS Office skills (Word, PowerPoint, and Excel) with advanced business presentation skills.

Competency in PeopleSoft, Ultipro, Deltek Costpoint, Internet Collaborative Information Management Systems (iCIMS) and Kenexa-Brass Ring, Tableau Matrix System

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