Human Resources Business Partner

CHRISTELLA EVETTE PATRICK

Cell/Home 202-***-****

Email: ***********@*****.***

SUMMARY OF QUALIFICATIONS:

●Executive Human Resources Professional with over 29 years of professional experience. (Inactive Top Secret Clearance)

●Effective communicator with strong written, verbal, listening, interpersonal and presentation skills.

●Ability to establish priorities, manage time productively, handle multiple tasks simultaneously and follow projects through to completion. Detailed oriented, organized, team player with the ability to work independently with a strong sense of responsibility and self-motivated skills.

●Consulting and leadership skills with the ability to work strategically, effectively, and confidential with management and staff to achieve organizational objectives and goals. Strong work ethics combined with a commitment to excellence in all projects undertaken.

AREAS OF EXPERIENCE:

Performance Management / SumTotal / Salesforce / StandOut / Explorance

Compensation / PayFactors / Benefits Administration

EEO/EEAC/AAP Record Keeping/Compliance

Employee Training and Development Employee Relations

HRMS / PeopleSoft / Tableau / Taleo / ADP / EV5 / Deltek / UltiPro / D365 Learning Management System

ADP Workforce Now / Microsoft Teams / /Asana / CostPoint 7.0 / SharePoint / Dropbox / Adobe Acrobat Pro

PROFESSIONAL EXPERIENCES:

SOURCEAMERICA VIENNA, VA

SENIOR MANAGER, HUMAN RESOURCES BUSINESS PARTNER MARCH 2024 - MARCH 2025

(NONPROFIT - US)

●Responsible for the entire employee lifecycle for employees of all levels in assigned business unit at SourceAmerica. The employee lifecycle includes recruiting, interviewing/selection orientation, 90-day on-boarding, goal setting, performance management, on-going employee relations, investigations, and terminations.

●Executes the position control, organizational design, position leveling, performance management and employee relations activities with assigned Business Unit as outlined by Human Resources leadership.

●Maintains the highest level of compliance for the organization by thoroughly understanding company policies and administering them appropriately.

●Coordinates with other human resources team members for support with benefits, federal reporting, and other compliance matters.

●Manage small team of HR professionals

SOURCEAMERICA VIENNA, VA

SENIOR HUMAN RESOURCES BUSINESS PARTNER DECEMBER 2019 - MARCH 2024

(NONPROFIT - US)

●Responsible for the entire employee lifecycle for employees of all levels in assigned business unit at SourceAmerica. The employee lifecycle includes recruiting, interviewing/selection orientation, 90-day on-boarding, goal setting, performance management, on-going employee relations, investigations, and terminations.

●Executes the position control, organizational design, position leveling, performance management and employee relations activities with assigned Business Unit as outlined by Human Resources leadership.

●Maintains the highest level of compliance for the organization by thoroughly understanding company policies and administering them appropriately.

●Coordinates with other human resources team members for support with benefits, federal reporting, and other compliance matters.

DT GLOBAL WASHINGTON, DC

HUMAN RESOURCES DIRECTOR JULY 2019 - OCTOBER 2019

(International Development - US)

●Plan, direct and control the Company's overall Human Resources plans, practices and policies.

●Plan, direct, coordinate, and develop Human Resources policies, procedures, and programs which may include any combination of the following functional areas: Benefits and retirement; Compensation; Staffing; Training and employee development; EEO; Labor and employee relations; Personnel administration; HRIS.

●Develop key objectives for the HR function within the Company to support business strategy.

●Participate in the development of and make recommendations with respect to the organizational structure.

●Plan for future events to the extent that information can be made available with respect to personnel needs, personnel security requirements, additional staffing, and placement priorities.

●Ensure compliance with all applicable labor laws.

●Manage the Business defined benefit and retirement programs for the division, working with employees and health care agencies to resolve benefit issues, track divisional benefits programs, and act as a liaison between company and insurance companies and other agencies.

●Plan, direct, and/or administer any combination of the following compensation programs within the Business compensation framework: job definition, analysis, and evaluation, compensation structure design, incentives, performance management, compensation budgets, expatriate compensation, and market analysis.

●Plan, direct, and/or administer any combination of the following staffing programs: internal and external job posting and recruiting, minority recruitment and placement, recruiting advertising, relocation, and applicant flow tracking.

CHRISTELLA EVETTE PATRICK

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●Determine training and development needs, develop programs internally or acquire services externally, and track training participation

●Participate in the establishment of EEO/Affirmative Action programs to ensure compliance with federal state and local laws and regulations and diversity goals, work with the Business to investigate and resolve EEO issues, and complies required EEO/Affirmative Action reports.

●Ensure the maintenance of employee personnel records both in personnel files and in the HRIS database.

●Serve on the HR Policy Committee and actively participated in the development of policies and practices.

●Perform all other position related duties as assigned or requested.

AECOM ARLINGTON, VA / GERMANTOWN, MD

HUMAN RESOURCES DIRECTOR/ INTERNATIONAL RECRUITER DECEMBER 2017 – JULY 2019

(International Development - Management Services)

●Provide Executive Human Resources Leadership and International Recruiting support of the International Development organization to enable delivery of sustainable growth and profitability through excellence in our people, processes, and values. Essential Senior Human Resources Responsibilities includes but not limited to: providing executive level leadership and expertise to management teams to maximize efficiencies throughout the organization for the following Human Resources (HR) functions: employee relations, compensation, employee engagement practices, training, leadership development and coaching, process improvement, organizational change and communications for IDEV. Mediate all employee relations issues in multiple business locations including international sites. Utilize extensive knowledge of policies and state and federal laws to ensure proper employee issue resolution. Direct/Lead cultural change, build internal business partnerships, and provide coaching to develop others, challenge the status quo and offer creative solutions to business issues.

●Monitor and conduct fact finding investigations, facilitate exit processes for out-placed employees, and provide background, cause, and resolution to ethics hotline calls. Track exit interviews, compile metrics, and provide trending reports to management with suggestions for improvement. Respond to all EEOC, DOL and HRC complaints. Manage and coordinate employee engagement and performance management process: recommend team building events, disseminate staff communications, conduct organizational assessments and succession planning activities and make overall recommendations for organizational development. Ensure the Talent Acquisition process of recruiting strategic hires and retaining the required human capital needed to meet business growth objectives.

●Oversee and deliver new employee orientation, facilitate annual training completion, and develop an effective alternative to current HR practices as appropriate for International Development based on performance needs. Review compensation competitiveness and make recommendations to ensure compliance with federal and state laws, specifically in regards to DOL. Draft employment agreement for OCONUS employees in compliance with all international policies and laws. Monitor personnel actions in HRIS (ADP EV5) to ensure data integrity and watching trends and providing corrective action where necessary.

NORTHROP GRUMMAN MCLEAN, VA / ROCKVILLE, MD

HUMAN RESOURCES BUSINESS PARTNER OCTOBER 2016 – AUGUST 2017

(NG System Modernization Solutions Division – Health Solutions)

●As Human Resources Business Partner (HRBP) for HR Director, HR Manager, OU Director for Health and Social Services (HS3), Director Life Sciences Program (LSP), and Senior Management Staff of Health Solutions (HS), I was responsible for all senior HR support to the HR Director, HR Manager, OU Director HS3, Director LSP, and Senior Management Staff and program personnel. My responsibilities included:

●Recruitment/Retention/Redeployment – Aligning/Retaining Talent: Partner with my leaders to develop actionable & measurable mitigation plans for attrition reduction overall and metrics will also include top/excellent performers; these plans are briefed monthly with leadership (PM&HR) and are rolled out to the BU and Division levels with quarterly reviews scheduled to brief the sector. Additional focus on early career technical (T01-T03) and 0-3 year assimilation of talent.

●Development – Creating Enduring Value – Development of Manager Pipeline: Partner with my leadership to identify emerging talent and increase the pipeline for the OLR benches. Consult with leadership to prepare future leaders through customizing development resources and implementing comprehensive communications plans. Identify metrics that measure success in our OU, increase the number of participants in the pipeline, stretch assignments, rotations, promotions on a monthly basis.

●Culture – Sustaining Top Performance/Recognition of Talent: Partner with my leaders to increase recognition of talent at all levels through internal and external nominations to achievement, industry and leadership awards, conferences and co-ops. Communicate other ways of recognition through creative events and the use of Bravo tools. Identify measures of success, emerging talent and overall employee impact and brief on a monthly basis to leadership and HR management.

●HR Project Plan Ownership for cross division execution: Primary owner of the assigned metrics project plan, working in collaboration with other stakeholders across the SMS Division to ensure successful outcomes aligned with the initiatives. Driving all communications, training, and monthly reports to ensure all stakeholders awareness and ensure activities are in place to support the goal of the project. Establish a project plan and metrics to measure success.

NORTHROP GRUMMAN MCLEAN, VA

HUMAN RESOURCES BUSINESS PARTNER DECEMBER 2014 – OCTOBER 2016

(NG System Modernization Solutions Division – Civil Solutions)

●As Human Resources Business Partner (HRBP) for HR Director, OU Director, and Senior Management Staff of Civil Information Systems (CIS), I was responsible for all senior HR support to the HR Director, HR Lead, OU Director, Senior Management Staff and program personnel. My responsibilities included: being familiar with the company policies and procedures to assist CIS Operating Unit (OU). Demonstrated positive relationships with my peers with collaboration of projects completed internal for consistency and accurate information.

●Provided an open door information sharing atmosphere with talent acquisition, ethics, employee relations, legal, contracts, finance, subcontracts, and supply chain to ensure we all are successful in meeting our mission of providing true meaningful customer service to our internal and external customers. Developed meaningful relationships with department managers to promote collaboration and trust in our team.

CHRISTELLA EVETTE PATRICK

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●Provided weekly/bi-weekly HR tag-ups to ensure we are committed and drive our common goals of diversity and inclusiveness to engage the team on a professional level to execute leadership skills in managing organizational conflict and challenges within our operating unit.

●Developed executive leadership relationships and obtain key personnel to help navigate through my OU challenges as we leverage Civil Division practices on several culture changes/processes. Created and maintained organizational and personnel changes and developed succession plans for our leaders to include new leaders and successfully integrated leaders. Facilitated employee and customer engagement and satisfaction by conducting site visits and meeting each program manager with the line and functional leaders at the leadership meetings held by Civil Division.

LOCKHEED MARTIN CORPORATION WASHINGTON, DC

MULT FUNC HR REPRESENTATIVE SR JUNE 2008 – AUGUST 2014

(LM Information Systems & Global Services Business Unit)

●As Mult Func HR Representative for HR Director and Management Staff of Civil, I was responsible for all senior HR support to the HR Director, HR Lead, Management Staff and program personnel. My responsibilities included: Manage and maintain staffing metrics, database, process TaskForce reports, create/approve requisitions, approved JAR's, etc.

●Located, interpreted, implemented and enforced policies and procedures such as: LOA, STD, LTD, FMLA, Paid Absence, Vacation and others. Maintain compliance with state and federal labor laws; EEO, AA, ADA, FMLA and others.

●Managed multiple and/ or conflicting responsibilities throughout the business unit.

●Prepared/updated Weekly/Monthly reports

●Provided/Conducted EEO/Investigation to support Corporate and business unit

●Updated/maintained IT NOVA Database on Staffing Plan, prepared weekly reports for Re-Staffing, TaskForce Weekly, Linda Chart Weekly, and other staffing reports as requested

●Pulled and created queries for staffing, benefits, compensation, PQR, PRS, Focus, Flexcredits, LMS, Einstein, TeamTrack, and SMS.

●Prepared and distributed new hire packs/presentations for new hires/transfers for orientation as central point of contact for Civil.

●Created and maintained HR Directories, Org Charts, Compliance Training requirements to distribute across the business unit and track completions.

●Human Resources Management System (HRMS): Reviewed and approved Job Action Requests (JARS) created by Manager in LMP for compliance with policy and practices. Created and processed correction forms for DATA integrity in HRMS. Run queries, and upload LMPeople Employee Photos

●Managed HR Actions for events/projects schedule electronically via MS Outlook, planned and arranged awards luncheons, scheduled conference calls, tracked weekly/monthly assignments/projects for the HR and Senior Management.

●Completed special projects by clarifying project objective; setting timetables and schedules.

●Developed/maintained/implemented the staffing plan database for the program to include updating management on the personnel status on the program.

LOCKHEED MARTIN CORPORATION SEABROOK, MD

HUMAN RESOURCES ASST SR SPEC MAY 2006 – JUNE 2008

(LM Enterprise Solutions Business Unit)

●Function as a Senior HR Assistant on organizational efforts with the following: Provide senior administrative support to Human Resources Director in the areas of Benefits, Compliance, Salary Planning, PM/ILE Training, Metrics, Staffing, Queries, Compensation, NEO, Requisition maintenance to reflect organization, I-9, LMS Updates, FLSA Audits, SAP Support, Einstein, develop and maintain HR SharePoint’s, FOCUS, PQR, Organizational Charts, Flexcredits, support several OU’s via staffing and data collection needs.

●Conduct Manager Training on Policies and Procedures; New Hire Orientation (NEO), progressive discipline, Regional Recruiting Center (RRC) and others internal systems; LM People (LMP), Performance Recognition System (PRS),

Staffing Management System (SMS)/Brass Ring, Focus (merit planning), Learning Management System (LMS), Annual Benefit Enrollment and New Hire requirements.

●Staffing: Review, approve and submit job requirements created by Manager in Staffing Management System and Brass Ring for current and future positions; weekly teleconferences with BURM, HRBP’s, Hiring Managers and RRC;

edit/complete/submit New Hire forms to the Employee Service Center (ESC) for New Hire data entry into HRMS and complete SmartForm for overseas assignments linked through International HR (IHR) database.

●Human Resources Management System (HRMS): Review and approve Job Action Requests (JARS) created by Manager in LMP for compliance with policy and practices. Create and process correction forms for DATA integrity in HRMS. Run queries, and upload LMPeople Employee Photos

●Employee Relations: Shadow investigations, and help resolve employee issues with HR Director and assist in providing counseling, assistance, guidance and advice with HR Director to communicate with the managers.

LOCKHEED MARTIN CORPORATION SEABROOK, MD

MULT FUNC HR REPRESENTATIVE AUGUST 2004 – MAY 2006

(LM Professional Services Business Unit)

●As Mult Func HR Representative for HR Director and Management Staff of Professional Services, I was responsible for all senior administrative support to the HR Director and Management Staff. My responsibilities included: Managed and maintained training, staffing metrics, supplies, process SATRN reports, create requisitions, approved JAR's, collected and distributed mail for HR Director

●Locate, interpret, implement and enforce policies and procedures such as: LOA, STD, LTD, FMLA, Paid Absence, Vacation and others. Maintain compliance with state and federal labor laws; EEO, AA, ADA, FMLA and others.

●Manage multiple and/ or conflicting responsibilities throughout the business unit.

●Prepared/updated Inclusion Monthly reports, purchase requisitions for temp agencies and supplies via SAP, and invoices with accounts payable after placing a FQA for payment

CHRISTELLA EVETTE PATRICK

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●Pulled and created queries for staffing, benefits, compensation, PQR, PRS, Focus, Flexcredits, TKN, CETS, Einstein, SAP, and SMS for the entire HR community.

●Prepared and distributed new hire packs/presentations for new hires/transfers for orientation as the central point of contact for Professional Services.

●Assisted Staffing in creating and updating presentations to roll out for IDIQ Task Orders, New Hire forms (formerly Mellon), SMS scrubbing to reflect the new organizational structure/matrix, Intern/Co-Op tracking.

●Created and maintained HR Directories, Org Charts, PM/ILE courses, Compliance CD's to distribute across the business unit and track completions.

●Human Resources Management System (HRMS): Review and approve Job Action Requests (JARS) created by the Manager in LMP for compliance with policy and practices. Create and process correction forms for DATA integrity in HRMS. Run queries, and upload LMPeople Employee Photos

●Managed HR Calendar for events/projects scheduled electronically via MS Outlook, planning and arranging awards luncheons, scheduling conference calls, tracking weekly/monthly assignments/projects for the HR community.

●Prepared notes from all telecons supporting transition/acquisitions for HR Director, process subscription renewals, HR postings for BU to be compliant with the law.

●Completed special projects by clarifying project objectives; setting timetables and schedules.

LOCKHEED MARTIN CORPORATION WASHINGTON, DC

OFFICE MANAGER / EXECUTIVE ASSISTANT MAY 2002 – AUGUST 2004

(Department of Defense Business Unit)

●As Office Manager/Executive Assistant for Program Director, Program Deputy of Operations & Program Deputy of Projects, I was responsible for all senior administrative support to the Program Management Office. My responsibilities included: Managed and maintained the Program Director & Program Deputies schedule electronically via internal and external accounts, planning and arranging all executive travel, scheduling conference calls, off-site meetings, training, seminars, luncheons and tracking weekly /monthly briefings and status reports. Managed multiple and/ or conflicting responsibilities throughout the ITA Contract.

●Maintained the CTMS database for customer evaluation/milestones/deliverable reports generated for PQR presentations, and prepared PQR/CSR presentations for the LOB

●Updated/maintain/create corrective/preventive action requests in the CAR/PAR database system, prepare staff meeting agenda/meeting minutes, update project wise with archive agenda/meeting minutes/phone listing/organizational charts/newsletters, etc.

●Responsible for the maintenance of office equipment and supplies, collect and distribute mail to LM IT/Government personnel.

●Processed business expense reports (BER), NWTR&INVL e-time corrections, process purchase request through procurement, and invoices with accounts payable, after placing account code/TACE information for invoicing.

●Updated and maintained the master action items list/Phone directory/Organizational charts.

●Prepared and produced Award Fee Board binders/packages, IPR packages and PQR packages for the Government Customer.

●Supervised office activities to achieve maximum expense control and productivity.

●Enforced company policies and procedures and see that they are carried out on a daily basis.

●Monitored and maintain security sign in/out/door lock change, keep up machine maintenance service in the office.

●Participated in weekly program meetings and working groups to address issues and suggested improvements.

●Ensured that program staff submits weekly LM E-time and TeamPlay submissions. Check to ensure that information is the same on both forms for those personnel who report to the Director and Program Deputy.

●Interfaced with key customers to maintain LM alignment with customer goals and objectives and provide feedback on ITA policy impacts on LM.

●Ensured the completion of required training by the Senior Staff.

●Identified the key tasks and resources necessary to achieve the desired objectives on a daily basis.

●Maintained Customer loyalty by asking questions to determine needs; listens carefully; provided appropriate information; summarizes to check understanding, which clarifies issues at hand that the customers may have.

LOCKHEED MARTIN CORPORATION

RECEPTIONIST / EXECUTIVE ASSISTANT FALLS CHURCH, VIRGINIA

(ISS HQ / Department of Defense Contract) JUNE 1999 – MAY 2002

●As Executive Assistant for VP and Deputy Defense Services, I was responsible for all administrative support to the VP, Deputy and Management Staff. My responsibilities included:

●Coordinating all calendars, planning and executing all travel arrangements, conference calls, preparing weekly /monthly briefings and status reports.

●Worked closely with the support staff to deliver services to the customer on a daily basis to ensure customer satisfaction

COMPUTER SKILLS:

Microsoft Office: Excel, Word, Access & PowerPoint; Resumix; PeopleSoft; Microsoft Outlook; Visio, SAP, Einstein, LETS, ROSS, CETS, SMS, LMS, TeamTrack, SWIFT, Windows XP Professional, SharePoint, IPEX, Lync, Skype, SharePoint, Salesforce, OneSource, WebEx, StandOut, Jabber, Degreed, DevEx, LinkedIn Recruit

EDUCATION:

University of Maryland University College, Largo, MD

M.S. Human Resources Management (May 2016) – Graduate 3.0 GPA

M.S. Business Administration, Human Resources (July 2013) – Graduate 3.0 GPA

Strayer University, Arlington, Virginia

B.S. Business Administration, Human Resources (December 2008) – Graduate 3.308 GPA

CERTIFICATIONS:

Society of Human Resources Management - CP

360 Debrief (Northrop Grumman April 2017)

Diploma, Foundation of Human Resources Management, UMUC (May 2016)

Diploma, Computer Programming (June 1998 – December 1998) – 4.0 Summa Cumae Lade Graduate

Human Resources Business Partner Certification (Lockheed Martin August 2007)

Contract Services Association of America - The Service Contract Act (Lockheed Martin November 2004)

LMPeople Upgrade and I&TS Con-Ops Training (Lockheed Martin August 2004)

LMOS Flexible Benefits Overview & Processes Certificate (Lockheed Martin September 2004)

Administrative Assistant Certification (Lockheed Martin June 2001)

PROFESSIONAL ORGANIZATION:

Society of Human Resources Management

St Charles County PTSA Member

SourceAmerica Leadership:

Amanda King/Richard Belden/Wes Tyler

DT Global Supervisors:

International Development - Ryan Archer

AECOM Supervisors:

Management Services - Nichole Gatto/Bob Rudisin/Amanda Flanigan

International Development - Torge Gerlach

NG Supervisors:

NG Civil Solutions – Alice Quinn/Kris Thompson/Mary Jones/Sheila Erickson

NG Health Solutions – Brian Tulga/Yolanda Curtis/LaRease Rollins

LM Supervisors:

LM IS&GS Civil – EIT&DS – Shani Allen

LM IS&GS: Thomas Burciaga

ES HQ: Timothy Edwards

Professional Services: Alison Storch

Department of Defense: Ron Stefano, Gerald Miller, Larry Doton, Terry Fong

LMIT/ISS: Erica Crosby, Cathy Windsor

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