Human Resources Capital

Edner “Ed” Escarne

Director of Talent Acquisition

United States Department of the Treasury

Office of the Comptroller of the Currency

Contact

**** *** ****** *.*.

Washington, DC 20002

202-***-**** (mobile)

*****.*******@*****.***

Career Overview

A visionary and results-driven human resources professional with 18 years of experience in leading strategic human capital management and administration of large-scale operations. Possesses extensive knowledge of human resources program management, including implementation of innovative recruitment strategies of service-oriented programs on a local and regional scale. Understands the nuances required to support and recruit a large and diverse workforce. Has highly developed interpersonal skills that foster long-term relationships with program managers among associated organizational work units. Experience leading staffing, recruitment, and auditing teams, as well as evaluating managers. Highly effective in communicating and fostering a group consensus among stakeholders with varying priorities while maintaining fairness. Education

MS in Human Resources

Administration

The University of Maryland

College Park, MD

BS in Business Management

The University of Maryland

College Park, MD

Master Certificate in Project

Management

The George Washington

University

Washington, DC

Certificate in Human Resources

Management (PHR)

George Mason University

Arlington, VA

Military Service

United States Air Force Veteran

Honorable discharge

Work Experience

October 2017 - present

Director of Talent Acquisition, United States Department of the Treasury • Office of Comptroller of the Currency • Office of Management and Human Capital (OCC) (Washington, DC)

• Manages a nation-wide recruitment and hiring program that consists of a team of 45 full-time employees within 4 areas of expertise (staffing, classification, national recruiters, and human resources assistants).

• Establishes strategic partnerships with business unit executives and directors, while ensuring compliance and efficiency.

• Provides strategic leadership to district recruitment specialists to support business unit needs and to ensure a diverse and qualified applicant pool.

• Collaborates with Information Technology Services leadership to improve customer service and streamline communication with customers.

• Develops strategies to shorten the timeline for hiring and filling vacancies.

• Leads recruitment campaigns to hire entry-level bank examiners, attorneys, economists, and computer scientists.

• Works cross-functionally to advise, influence, and coordinate the implementation of fiscal year plans and strategic objectives within OCC’s goals. August 2012 –October 2017

Director of Human Resources and Deputy Human Capital Officer, United States Department of Interior • Office of Surface and Mining Reclamation and Enforcement

(OSMRE) (Washington, DC)

• Managed the overall management of various facets in human resources including employee relations, strategic recruitment, benefits, personnel security, compensation, and workforce management.

• Served as senior advisor to management officials on matters related to assessing competency levels, survey administration, and White House presidential initiatives.

• Evaluated the effectiveness and efficiency of human resources processes to ensure legal, regulatory, and policy compliance.

• Established a monitoring system to evaluate the efficiency and effectiveness of the hiring process.

June 2010 – August 2012

Human Resources Program Manager/Strategic Employment Program Officer • General Services Administration (GSA) • Office of Chief People Officer (Washington, DC)

• Responsible for implementing strategic initiatives for human capital challenges within the agency’s mission.

• Led the agency on implementing Executive Order 13518 which was established to increase disabled veteran and veteran employment.

• Provided strategic advice and technical leadership within human resources and veterans’ program initiatives.

• Developed and implemented training programs for disabled veterans in accordance with federal laws and regulations.

• Led accountability audits for 11 regional offices to ensure annual Office of Personnel and Management (OPM) certification.

• Served as the Freedom of Information Act (FOIA) Officer. June 2006 – June 2010

Deputy Human Capital Program Officer, United States Department of Commerce • Office of Corporate HC Strategy and Accountability • Office of the Secretary (Washington, DC)

• Served as the Senior Human Capital Program and Accountability Manger and Acting Deputy Accountability Officer within the Office of Human Resources Management to 12 bureaus with over 40,000 employees.

• Served as senior advisor to management and senior officials on matters related to assessing competency levels, survey administration, and special White House Presidential Initiatives including the President’s Management Agenda.

• Led fiscal years 2008 and 2009 Commerce Accountability Audit Teams and executed audits of human capital programs within 12 agency bureaus to ensure compliance with policy requirements and the bureaus’ strategic plan. October 1998 – June 2006

Supervisory Human Resources Management Specialist, Metropolitan Washington Airports Authority (Washington, DC)

• Served as Human Resources Program Manager to Public Safety Senior Management on multiple emerging human resources issues and programs, including diversity in the workforce, sexual harassment, discrimination, and employee enrichment.

• Coordinated recruitment activities within 10 metropolitan area advanced learning institutions.

• Managed $100K annual budget governing employee career and development programs.

• Managed all aspects of the New Employee Orientation and Retention Program, including introductions to benefits.

July 1992 – September 1998

Logistic Management Specialist, United States Air Force, Department of Defense

(Washington, DC)

• Created a program monitoring the educational progress of 58 members within the Asset Management Flight, which increased professional and personal enrichment opportunities for enlisted personnel and encouraged continuing education.

• Ensured receipt of all supplies and equipment by conducting on-going search of military standard transportation and movement tracers.

• Eradicated six-month backlog by establishing a more accessible filling system. Professional Enrichment

Partnership for Public Service, Talent Management Bootcamp Emerging Human Resources Leaders Program- Partnership for Public Service (12- month program)

Office of Personnel Management Delegated Examining Auditor Training Office of Personnel Management End-to-End Hiring Roadmap Training Above the Line training, Partners in Leadership, 30 hours Executive Presentation Skills, Partners in Leadership, 16 hours Diversity Employment Training, Partners in training, 24 hours Coaching Skills for Supervisor, American Management Association, 24 hours Providing World Class Service, Ritz-Carlton Institute, 16 hours Total Quality Management Training, Travis Air Force Base, CA 50 hours Lean Six Sigma Training- 2018

Awards/Recognition

OCC’s Outstanding Performance Rating 2021-2023

Comptroller’s Award 2019 and 2020

OCC Special Act Award 2017, 2018, 2019, 2020, 2021, 2023 Chief People Officer’s Award-BLTZ

Department of Commerce Bronze Medal Award, August 2008 Human Resources Management Special Act Award for Effective Program Management OHRM Special Act and Cash in a Flash Awards, FY 2007 through FY 2009 Treasury Special Act Award- 2018

Department of the Interior Superior Service Award-2017 References

Available upon request.

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