KATHLEEN A. LONG

***** ****** *******

Ashburn, Virginia 20147

Phone: 703-***-**** E-mail: adkhe7@r.postjobfree.com

SUMMARY

Results-oriented human resources leader who is capable of driving business imperatives that meet strategic organizational needs and objectives. Leadership experience in change management, retention, diversity & inclusion, international HR, recruiting and staffing, regulatory affairs, M & A and business acquisition activities, communications, risk management, organizational development and other HR and operational initiatives. Excellent project management and written and oral communications skills. Previously held a Top Secret Clearance (inactive, easily reactivated).

BUSINESS EXPERIENCE

International Business & Technical Consultants, Inc. 2016-Present

A privately owned global development firm doing work primarily with USAID, and with operations in high-risk areas and Threat level 5 countries such as Syria, Somalia, DRC, Iraq, Malawi, etc., mostly doing technical work including data collection, analysis and reporting as well as monitoring and evaluation of programs of other implementers.

Senior Director of Human Resources and Operations

Created and built the HR and Administrative departments of the company from an outsourced function to an internal department to serve the domestic as well as international offices and personnel. Company has tripled in size, and recently won the largest contract in company history. Manage most of the risk for the company, including legal and compliance risk, and all insurances including commercial. Revamped the recruiting function and staffed the department for success, setting metrics and goals for the team; taking it over from another department. Installed HRIS and ATS systems. Travel overseas to tough places to audit operations, train staff, and build relationships. Conduct workplace investigations and led the Employee Relations function, serving as the POC for legal services and external vendors. Implemented pre-employment due diligence for the company, as well as a Whistleblower reporting system, where none existed. Work closely with senior management as a trusted advisor to the President and Vice-Presidents.

Completely revamped policy and procedure manuals and drove the completion of documentation and SOP’s for the infrastructure departments, and completed rewrites of all Handbooks around the globe.

Implemented Quarterly Summit meetings to connect the field offices and the Home Office, impart knowledge and exchange thoughts and ideas. These were so successful that they have expanded to include other Infrastructure departments such as Contracts, Finance, Security and IT.

Conceived, spearheaded and completed a three-year strategic HR plan that included a YOY benefits upgrade for the three years. Completely upgraded health and wellness programs, creating savings and adding more value, and tweaked benefits to create more employee satisfaction with little or no net addition to the fringe.

PAE Government Services 2013- 2016

A 6,000-person global business unit with personnel on all seven continents performing engineering, construction, O&M and other services under harsh circumstances with principle challenges in recruiting, retention, employee relation and international labor law.

Director of Human Resources

Revamped and built a first class team of human resources and recruiting personnel to serve a fast growing business unit of a successful company, which doubled through acquisition and organic growth over less than a three-year period. Successfully manage a diverse and matrixed staff of stateside and field based staff totaling over 50 team members in multiple locations and time zones. Work closely with the BD team on new efforts and proposals from milestone meetings to black hat sessions. Work closely with the chief ethics officer, business leaders, staff and the C-suite members on many investigations and issues. In partnership with various finance leaders; successfully closed out internal, external, and regulatorily-driven audits with clean opinion findings. Served on the implementation team and led a small cell of chief implementers for installation of WorkDay across the enterprise.

Chaired and managed multi-disciplinary groups of infrastructure and operational personnel to create several reference manuals or trainings, to include a Casualty Assistance Guide, an Active Shooter Tabletop exercise, and a Safety Training/Reporting Deck for first line managers.

Successfully drove the administration and completion of various trainings to include Ethics and Export Control compliance with 100% completion rates YOY.

CGI Federal, Army and Defense Business Unit 2011-2013

The 2,000-head DoD business unit within a 70,000 person, Canadian-owned firm that grew by 300% in the U.S. by acquisition since 2010.

Director of Human Resources

Facilitated integration of an acquisition in which cultures and business goals are diverse and dissimilar. Was brought in to the acquisition arm of the overall organization structure to develop relationships, gain the trust of the legacy leadership, and work with them on sensitive and challenging HR matters such as streamlining overhead, as well as training and coaching of top leaders on baseline workplace matters. Teamed together with other business unit managers, support staff, and HR leaders to integrate process, policy and practice within the two legacy organizations. Have successfully gained the respect and trust of the Army and Defense leadership, and am still working to create a more cohesive facility between the two legacy organizations. Manage a team of six HR professionals supporting a diverse workforce, matrixing the workload to a centralized service center that was stood up in 2011.

Chair HR seat on the Ethics committee, managing the most sensitive of cases and collaborating and leading the entire HR team to work the balance of cases, reporting back to top management on the results, which are presented quarterly to the BOD.

Authored a strategic HR plan for the business unit that incorporated the overarching corporate HR strategies and edited them for the specific business needs for the DoD and Intel group.

Led the capture of three new large pieces of business from an HR perspective, planning and scheduling the projects, conducting orientation for large groups and helping to win hearts and minds in the newly integrated organizations.

SAIC, Space and Geospatial Intelligence Business Unit 2007- 2011

A 2,500-person Intel-based Business Unit within a 45,000 person, publically traded government contracting services firm.

Director/VP of Human Resources

Manage a department of HR professionals and serve a community of on-site and off-site personnel who work in the Intel space. Manage a geographically diverse, full life cycle HR operation that has employees both CONUS and OCONUS. Work closely in a team oriented environment with other business unit HR leaders to deliver services across the span of a group of over 12,000 people. Lead and manage Group level projects and teams, including managing and kicking off a new concept Mentor program across the entire group and leading the group level diversity initiatives.

Chaired and managed a team that brought a Group-wide Mentoring Program to fruition with over 300 active participants spanning 5 different business units within the company.

Drove attrition numbers down by two-thirds despite pressure from government conversions and competition, decreasing attrition levels from 18% to 11% over a two-year period.

In response to a needs assessment, led the effort to create an automated bonus tool to pay bonuses to over 700 people, which increased efficiencies for the line managers and staff.

Advanced Technology Systems, Inc. 2005- 2007

A privately held mid-sized systems consulting and government contracting firm with 800 employees.

Director, Employment and Training

Manage full life cycle employment and recruiting functions, support for new business initiatives and proposal efforts, new hire on-boarding and relocation, retention initiatives, employee communication, certification and education programs, and training programs for a highly technical staff.

Managed two acquisition activities and the subsequent merging of assets and personnel.

Successfully renegotiated vendor relationships for all human resources services such as job boards, relocation firms, job and advertising services and staffing firms.

Responsible for compliance issues such as an FLSA audit to assure conformity with new regulations in effect that govern the exemption status.

Created policy documentation and collateral materials for the successful initial pursuit of a corporate ISO 9000 certification.

US Investigations Services, LLC. 2001-2005

A division of a 9,000-person security and professional services company that serves government clients, both domestically and abroad, with staffing services contracts as well as security consulting work.

Human Resources Director, Washington Area HR Service Center

Was hired to start up this regional HR platform, with specific responsibility to report to headquarters in another state. Directed a staff of 28 professionals in three worksites in all phases of human resources. Responsible for employee relations, recruiting and compliance, administration and on-boarding for a headcount of personnel that grew rapidly from 500 to 1,500 employees and over 1,000 independent contractors. Was instrumental in leading the growth in human assets and the HR function of this business unit through more than a quadrupling of size over a three-year period.

WashingtonJobs.com (Concurrent part-time employment) 2000-2004

A widely recognized online job search engine affiliated with the Washington Post.

Contributing Writer, Live Chat Guest, and Online Career Advice Columnist.

EDUCATION AND CERTIFICATIONS

SUNY, Oneonta BS Consumer Economics

HRCI (SPHR) Sat for and passed exam in May, 2005

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