Human resources, leadership, program management, operations, analyst

Kelly D. Williams

410-***-**** ********.*****.*@*****.*** https://www.linkedin.com/in/ubgrad Maryland/DC/Northern VA

Accomplishments

•Spearheaded company COVID-19 compliance policies and enforcement, leadership response, and vaccination status tracking for staff and contractor safety protection and continued work productivity with minimal interruption.

•Managed Human Resources (HR) Department and co-managed Operations Department for multi-million dollar budgeted non-profit trade association with high-level stakeholders and linked to government affairs, Congress and The White House.

•Co-created and co-managed the development of a Human Resources Department after a merger of two (2) nonprofit organizations consisting of fifty-five (55) onsite and offsite employees with a combined budget over $65 million.

•Co-facilitated and collaborated with leadership and executive management to implement a successful three to five (3-5) year strategic plan after a multi-million dollar merger of two (2) quasi-government nonprofit organizations.

•Served as principal organizer for multiple agencies in workforce development and reorganization projects, compensation survey studies, strategic management activities and job description census collection and redesign ventures.

•Co-implemented a new HRIS system and electronic open enrollment process for over six (6) million dollar workforce budget consisting of over seventy-five (75) onsite and offsite employees, contractors and temporary staff. Lead in system design for human resource, ACA reporting, recruiting, onboarding, staff training, performance and benefit management tools.

Instrumented HR audits for over six (6) companies to access functionality and compliance. Enacted, revamped and/or stabilized the following: HR staffing plan, HR budget, payroll system/administration, companywide staffing plan, position descriptions, benefits plans/administration, employee handbook, safety and standard operating procedures (SOPs), employment posters, hiring procedures, staff training, personnel and vendor files, and performance evaluation process.

Human Resources Management/Business Operations Professional Experience

Director of Human Resources/Deputy Chief of Human Capital (CHCO) RiVidium

October 2019 to Present Vienna, Virginia

•Manages and oversees HR Management Program, staff, and daily operations for government contract staffing and technology product development company; manages implementation and administration of benefit policies and programs, performance management, employee engagement and retention programs, employee relations and grievance process; employee recognition and rewards programs, personnel management and processing, change management and succession planning; strategic management, DE&I Program development; and talent acquisition and recruitment; identifies ways to maximize improvement within HR and various company divisions; maintains knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent acquisition, and employment law; applies knowledge to communicate changes in policy, practice, and resources to C-Suite and senior management.

•Serves as 2nd in command of HR Department; assists with CHCO’s duties; serves as department head in CHCO’s absence.

•Provides oversight of talent acquisition, full cycle recruitment and onboarding activities; manages, facilitates, and coordinates recruitment activities; identifies trends in staffing and developmental areas; acts as point of contact (POC) and liaison between Recruitment/HR, Program Managers, and government clients; discusses company benefits and handles job offer negotiations with new hires; coordinates recruitment and hiring activities for staff transfers; issues non-disclosure agreements to new hires and staff; serves as POC to vendors, public, and referrals on recruitment inquiries; researches, creates, and edits job descriptions; provides research and recommendations to leadership on classification and position management, pay administration, and organizational structure/position alignment.

•Provides advisory services and strategies to leadership on staffing and recruitment, HR and office policies and guidelines, staff development and training, benefits, employee relations, performance management and disciplinary action, and payroll; researches and stays abreast of federal, state, local jurisdiction laws and regulations relating to HR/Recruitment.

•Manages and coordinates terming and offboarding activities between HR, payroll, IT, Supervisor/Program Manager (PM), and client; performs exit interviews.

•Performs non-financial audits and internal control reviews of complex program controls and agency risk management.

•Serves as Infectious Disease Response Officer relating to ongoing COVID Pandemic: Researches and stays abreast of COVID pandemic and public health updates and associated regulations and Centers for Disease Control and Prevention (CDC), federal, state, and local jurisdiction laws affecting HR and workforce; creates, edits, proofs, discusses with leadership, and enforces COVID-related company policies and guidelines, return to work plans and telework agreements; tracks and provides advisory guidance on staff/contractor vaccination statuses and requests for accommodations and/or exemptions; provides advisory services and strategies to C-Suite and senior management regarding public health concerns, safety and response measures, employee concerns, work productivity, staff scheduling, recruitment/hiring, company policies relating to COVID.

•Coordinates recruitment activities and manages onboarding of Service Contract Act (SCA) personnel; administers oversight of Health and Wellness (H&W) benefits and wage rates; monitors vacation and sick accrual and year-end cash out/rollover; manages bonuses, pay increases and employee recognition program rewards.

•Serves as Assistant Facilities Security Officer (FSO); expedites and synchronizes personnel security documents for government client submission and processing; tracks processing and approval of PIV badges, CAC cards, and security clearances for staff and new hires.

•Supervises and manages daily tasks and duties, projects, schedules, goals, and performance of HR, Recruitment, and Administrative staff; ensures work produced is accurate and efficient; identifies training needs of staff; evaluates staff performance; trains and coaches new and transferred assigned staff; reviews and approves timesheets for assigned staff.

•Acts as POC for staff and client for HR questions and inquiries; provides customer service to staff, stakeholders, clients, and leadership; ensures highly productive relationships and partnerships internally and externally for benefit of company; participates in and nurtures broad networks of alliances with others to exchange knowledge and information about learning and change in support of change initiatives.

•Manages programs/projects and leads teams in delivering client solutions and manages operations of contracts; serves as Program Manager on various federal contracts and POC with recruitment candidates, staff, and clients.

•Manages/Monitors employee benefit processing; addresses and coordinates processing of staff inquiries regarding benefits; oversees enrollment and monthly payroll benefit deductions; reviews and reconciles payroll deductions for processing; activates and deactivates employee benefits.

•Manages open enrollment activities; serves POC for benefit questions and HRIS troubleshooting inquiries; serves as liaison between C-Suite leadership, insurance benefits brokers, and benefit vendors; provides recommendations to leadership on benefit vendors and policy decisions; coordinates processing of benefit payroll deductions for open enrollment between insurance broker and payroll.

•Serves as POC to employers and investigators for employment verification and reference inquiries; coordinates processing of employment verifications and references.

•Manages and administers HR Department and individual shared network drives housing various documents.

•Researches, creates, edits and/or proofs HR and company handbooks, policies and guidance, standard operating procedures (SOPs), and HR/company associated legal agreements.

•Serves as POC in employee relations matters; investigates and processes grievance matters; provides guidance and recommendations to supervisors and leadership regarding employee relations matters and grievances.

•Investigates accidents, incidents, and workers’ compensation claims; submits claims to insurance broker; testifies in workers’ compensation hearings.

•Ensures company's compliance with employment laws and regulations; recommends best practices; reviews and modifies policies and practices compliance; spearheads HR development, policies and initiatives consistent with company's overall strategy.

•Serves as Officer Manager; coordinates office suite maintenance, cleaning, and repairs; assists in new office location set up, space allocation and assignment, punchout list completion by contractors and interior designer; assigns tasks and monitors staff responsible for office cleaning, meeting schedule coordination, new hire workspace set up, and inventory tracking.

•Assists in facilitating professional development, training, and certification activities for staff.

•Creates and updates weekly recruitment spreadsheet for submission to senior leadership for weekly staff meetings.

•Coordinates processing of constructive and timely performance evaluations; creates HR and SOPs on performance management.

•Spearheads human resource development, policies and initiatives consistent with company's overall strategy.

•Prepares financial models, and HR strategies between company divisions; leads all phases of end-to-end monthly budgets, onboarding, and data analysis for all company personnel.

•Manages various company vendor accounts; approves ordering, processing, and billing of office supply orders.

•Serves as lead and coordinate company events (onsite and offsite).

Human Resources and Business Process Analyst (Government Contractor) ProSphere Tek

April 2018 to October 2019 Alexandria, Virginia

•Served as Federal Government Contractor implementing HR and business operation strategies and solutions for the Department of Veterans Affairs, Office of Information Technology (OIT), Office of Information Security (OIS).

•Managed, coordinated, performed, and executed various technical, analytical, and administrative duties supporting of HR Information Management and Human Capital Management (HCM).

•Assisted managing project portfolio ensuring on-time execution of deliverables and ad-hoc items within scope and budget.

•Provided strategic level HR expertise and process improvement analysis supporting program and project management for government client; supported organizational performance management and strategic planning activities; assisted in implementation of analysis and evaluation of organizational systems enhancing programs and/or projects.

•Formulated recommendations, plans and reports on specific topics as requested by PM, Program Lead, and government client and/or officials; contributed to development of agency/project-wide strategy for workforce development and designed long and short-range strategies relating to overall goals and objectives of strategy.

•Advised senior leadership on performance management reporting and related requirements; provided consultation and direction in implementing regulatory and/or statutory requirements.

•Evaluated relevant legislation, projects, and personnel shortages impacting workforce planning strategies and initiatives; defined problems, identified and evaluated alternatives, and assessed impacts when participating in workforce planning activities involving long-range, complex and potentially politically sensitive issues.

•Devised, reorganized, and coordinated talent sourcing, full-cycle recruitment, and onboarding processes for new personnel and provided additional governance support.

•Advised on classification, position management, organizational design, and strategic and succession planning matters.

•Created, edited, and reviewed position descriptions; generated position descriptions (PDs) and coordinated with hiring manager, senior leadership and HCM to submit PDs for classification and posting; administered position and classification evaluations.

•Served as Technical Writer for standard operations procedures (SOPs), instruction manuals, how-to guides, and other supporting documents communicating complex and technical information to vast audiences.

•Processed department staff and senior leadership travel requests.

•Managed agency’s appraisal processes to track, execute, report, and effectuate all appraisals, ratings, and awards.

•Originated and produced models, charts, requirements, and functional justifications for staffing actions.

•Developed and consummated human resource and administration policies, procedures, and methods of operation.

•Conducted research, compiled findings, performed analysis, prepared and delivered comprehensive technical reports and recommendations on information from various sources encompassing a variety of specialized human resources topics.

•Researched and analyzed ethics, operations, business, employment and labor relation case law.

•Responded to data requests and created reports; provided data analysis; led and/or assisted in development and operation of tools and systems to trend data and conduct analysis.

•Safeguarded and ensured integrity and security of employee data.

•Supported creation, maintenance, and management of data and document retention of SharePoint sites.

•Developed and produced meeting minutes and meeting materials, presentation summaries, talking points, agendas, slide decks, and documents; represented agency in presentations, meetings, and conferences.

•Coordinated with human resource and human capital stakeholders to deliver research, evaluation, planning, and implementation of new and revised policies and procedures enhancing efficiencies of human resource and business operations.

•Adhered to compliance of federal regulations and rules instituted by OPM and HCM in the hiring and retention of information technology, information services, and cybersecurity professionals, analysts, specialists and leadership.

•Fortified and enhanced continued positive, working relationship with all team members, personnel, stakeholders, government agency managers and officials.

•Coordinated with Federal HCM Representatives assisting with search and selection of federal applicants from USA Staffing recruitment system; attended and participated in conference calls and projects with senior leadership and HCM for continual updates and changes to personnel, processes and procedures, and receive training.

•Monitored employee service records; processed personnel notifications received from HCM for position appointment expirations, probationary period expirations, service pin distributions, career promotion determinations, placement follow-ups, job detail expirations, conversions due dates, and Within-Grade Increases; informed senior leadership, project manager(s), and department managers of personnel notifications requiring additional action.

Manager, Human Resources and Administration Insured Retirement Institute (IRI)

March 2017 to September 2017 Washington, DC

•Developed strategies for trade association by identifying and researching HR issues and performance management deficiencies; contributed information, quantitative and qualitative analysis, and recommendations to organizational strategic plan; established HR objectives in line with organizational objectives.

•Implemented HR strategies by establishing department accountability, including talent acquisition, staffing, employment processing, compensation, health and wellness benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.

•Processed bi-weekly and correction-run payrolls to completion; managed time and attendance database; processed termed staff severance payouts; inputted, reviewed and updated new, current and termed employee information in HRIS system.

•Managed HR operations of talent acquisition, full-cycle recruitment and employee retention by sourcing, recruiting, applicant tracking, selecting, orienting, training, coaching, and counseling new and existing staff; redeveloped and streamlined intern recruitment and onboarding process; planned, monitored, appraised, and reviewed staff job contributions; maintained compensation reports and analysis; designed systems; accumulated resources; resolved problems; implemented change.

•Established detailed project plans and tracked project progression.

•Established HR operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligned monetary resources; developed action plans; measured and analyzed results; initiated corrective actions.

•Served as onsite help desk tech support and IT equipment management; moderated as liaison between staff and outsourced vendor for IT support on work orders, equipment, server issues, action items, contracts and acquisitions.

•Assisted in maintenance and management of SharePoint sites for entire organization.

•Consummated special project results by identifying and clarifying issues and priorities; communicated and coordinated requirements; expedited fulfillment; evaluated milestone accomplishments; evaluated optional courses of action.

•Supported executive and senior management by providing HR advice, counsel, and decisions.

•Guided executive and senior management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; reviewed, updated and maintained employee handbook; communicated and enforced policies.

•Mediated employee relations matters; introduced various methods of alternative dispute resolution to executive and senior staff; counseled staff in techniques of conflict management to deescalate and reduce workplace tension and improve company culture.

•Assisted COO in development and execution of SOP project for entire association; administrated cross-departmental meetings; co-lead project establishing benchmark target dates and completion of milestones by deadline.

•Complied with federal, state, and local legal requirements by studying existing and new legislation; anticipated legislation; enforced adherence to requirements; advised executive and senior management on needed actions.

•Performed continued education in human resources industry additional occupational knowledge by participating in conferences, trainings and educational opportunities; studied professional publications; maintained professional networks; participated in professional organizations, seminars and focus groups.

•Researched and created meeting minutes, presentation summaries, talking points, and other materials in order to represent the organization in presentations, meetings, testimonies, hearing and conferences.

•Administered and served as lead point of contact for inquires and requests from current and former staff, vendors and government agencies regarding human resource documentation, employment verification, benefit management, FMLA, ADA, office space safety and health compliance, unemployment and labor statistics and information, 401(k) accrual and proceeds processing.

•Facilitated department meetings; presented department updates in organization staff meetings; orchestrated and performed ice breakers and other methods of staff engagement in meetings attended by entire association staff.

•Conducted meetings with new and current vendors; analyzed, negotiated and managed vendor contracts, accounts, and billing.

Human Resource Administrator (Generalist)/Interim HR Director Behavioral Health System Baltimore

October 2012 to January 2017 Baltimore, Maryland

•Provided HR administrative support, document retention and management of HR vendor and personnel files for nonprofit organization.

•Facilitated as a liaison between employees and benefit providers to ensure effective utilization coverage and positive partnerships.

•Conducted analysis, managed projects and measured performance; applied risk management to minimize project risks.

•Officiated and facilitated full-cycle recruitment, onboarding, exit interview and termination activities for the entire organization.

•Established recruiting requirements aligned with organization’s plans and objectives; built applicant sources and determined applicant qualifications; coordinated and participated in candidate interviews; analyzed and rated interview responses; conducted selected candidate’s reference checks and presented to management for hiring; monitored job offers and improved organization’s attractiveness by emphasizing benefits and perks to potential new hires.

•Administered and managed all benefit plans and open enrollment activities for staff and termed employees; orchestrated all meetings and decisions relating to benefits and wellness committee.

•Investigated incident reports and generated worker’s compensation claims; served as organization representative at WCC hearings.

•Conducted weekly HR/Payroll Department(s) staff meetings; administered staff professional development and compliance trainings.

•Served as lead POC for employee relations matters; provided advice, counsel, and/or instruction to staff on work and administrative matters; acted as conduit during investigations and in resolving complex issues.

•Assisted in workforce engagement opportunities to improve and enhance workplace environment and implemented action plans.

•Performed strategic analysis and evaluation of programs to ensure alignment with organization’s priorities, program policy, budget and compliance with legislation; applied qualitative and quantitative performance analysis to assess short term and long-term priorities and provide comprehensive written reports to leadership of recommended corrective actions.

•Developed networks and partnerships with internal and external stakeholders.

•Researched and wrote meeting minutes, presentation summaries, talking points, and other materials in order to represent the organization in presentations, meetings, testimonies, hearing and conferences.

•Served as Lead in design, maturation and application of special projects, HR initiatives and organizational development strategies.

•Contributed support to enhance the growth of a performance-based culture in areas of assigned duties; consulted on performance management issues; campaigned for a learning environment and advised on appropriate staff rewards and recognition programs.

•Supervised one (1) direct report and indirectly supervised five (5) staff members and various contracted temporary staff.

•Maintained records, conducted investigations and ensured compliance for FMLA, COBRA, ACA, ADA, EEO, HIPAA, OSHA and Title VII.

•Monitored changes in laws and regulations involving HR and compliance; remained current with industry trends and served as SME; informed leadership of human resources of industry laws, changes and trends.

•Reviewed and reconciled bills and processes for payment; resolved any billing discrepancies with carriers and/or payroll.

•Created and updated job descriptions and job postings and proofed for accuracy and compliance.

•Assisted leadership in developing policies, plans and strategies to accomplish departmental and organizational business objectives.

•Served as sole tech support and data entry contributor to recruitment job boards, social media, HRIS and Applicant Tracking systems.

•Created and updated organizational chart, staff directories, emergency contact list and all HR related administrative materials.

•Managed and organized all company events, seminars, meetings, and conferences sponsored by the Human Resources Department.

•Solely managed HR Department and all functions in absence of (Contractor/Interim) Director of HR.

Data Analyst/Human Resource Administrative Assistant ReMax Greater Metro

December 2004 to April 2014 Towson, Maryland

•Supported, coordinated, and executed duties and special projects for real estate company Broker/Owner and individual realtors of the practice involving administrative, business operations, IT troubleshooting, social media and website, marketing, HR, recruitment, training, data analysis, record management tasks.

•Recruited, interviewed, orientated and managed administrative/office staff; assisted Owner/Broker in recruitment and hiring process of real estate agents; prepared background checks; processed new hire and existing staff HR paperwork; maintained employee files.

•Executed project management measures; managed priorities to plan and assign work to staff to meet benchmarks and deadlines.

•Implemented work performance methods to evaluate work by subordinates; made recommendations positive performance recognition or disciplinary action; supported Owner/Broker and supervisors in performance management procedures.

•Served as initial POC for all real estate external calls; provided assistance to internal and external HR related inquiries; researched complex inquires, problems and/or complaints, and initiated appropriate resolutions.

•Created training and policy manuals; coordinated HR projects, meetings, and training seminars.

•Managed company’s telephone center and address query database; managed company’s real estate and property databases.

•Identified, analyzed, and interpreted trends and patterns; defined new process improvements; prepared statistical reports.

Education

•Morgan State University, Bachelor of Arts, Sociology (Concentration: Criminal Justice)

•University of Baltimore, Master of Science, Negotiation and Conflict Management (42 credits completed)

University of Maryland Global Campus, Master of Science, Human Resource Management (12 credit completed)

Computer Skills

Microsoft Office Suite, Outlook, MS Project and Visio

HRIS and ATS System Software: Paychex Flex, ADP Workforce Now, iSolved AmCheck, Workable ATS

Benefit Software: Paychex Benetrac, Employee Navigator

Google Suite, Adobe Acrobat, PDF Architect, Oracle, PeopleSoft, Tableau, One Drive Shared Drive and SharePoint

e-Performance Federal Work Appraisal Evaluation System

OPM Performance Appraisal Assessment Tool (PAAT)

Federal PushButton Position Description Tool

Talent Management System (TMS) Learning Tool

Leaf HRMACS Classification Portal

Technical Writing

Internet and Various Social Media

Zoom, Skype, Skype for Business, MS Teams, Go-To-Meeting

Memberships and Additional Skills

***Current Secret Clearance (through Department of State)***

Currently working for government contracting employer under Top Secret facility clearance

Certified Mediator and Conflict Management Professional (ADR)

Volunteer Mentor to veterans and military families (Veterati Mentorship Program)

Society for Human Resource Management (SHRM)

Chesapeake Human Resource Association (CHRA)

Human Resources Society of Prince George’s County

Black in HR – Elite Membership

HR Girlfriends – Global HR Community for Women

American Society of Association Executives (ASAE)

International Association of Administrative Professionals (IAAP)

The National Association of Professional Women (NAPW)

Member of Maryland Program for Mediator Excellence (MPME)

Member of Association for Conflict Resolution (ACR)

Member of Maryland Nonprofits Organization

Member of the Leadership Certificate Program at the University of Baltimore

Speaks Spanish (basic conversation ability)

Certified in Keying from Image, Edit/Audit Resolution and as a Subject Matter Expert

SHRM Certified Professional (SHRM-CP) – Fall 2023 (in progress); Project Management Professional Certification (PMP) – Spring 2024 (in progress); Scrum Master Certification – Fall 2023 (in progress)

Internship: Maryland Commission for Civil Rights, Intake and Mediation Department, Fall 2008

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