Employee Relations Human Resources

APRIL A. BRADY, MHRM, SHRM-SCP

301-***-**** *************@*****.***

www.linkedin.com/in/april-brady-mhrm-shrm-scp-657565

HUMAN RESOURCES EXECUTIVE TRUSTED THOUGHT LEADER TALENT MAXIMIZER

Leadership Profile:

Management Strategist

Strategic Planning

Organizational Development

Executive & Board Participation &

Support

Program Management

Operations

Budget Management

Risk & Compliance

Project Management

Communication Strategy

Health & Wellness

System & Program Redesign

HR Competencies:

Employee & Labor Relations

Organizational Development

Workforce Planning

Compensation & Benefits

Full lifecycle Recruitment

Performance Management

Training & Development

Diversity, Equity & Inclusion (DEI)

Technology Applications:

Microsoft Office Suite, ADP

Workforce Now, Ceridian,

PeopleSoft, Report Smith, UKG, HR Acuity, Workday, RecruitMax, Microsoft Teams, Zoom

•Outcome-oriented Executive Advisor with strong business insight and diverse experience cultivated within for-profit and non-for-profit organizations, including at the board level. Delivers impactful results and organizational change by prioritizing and using a practical DEI approach fostering inclusive cultures and driving sustainable success.

•Strategic Planning & Execution – Established as a highly cooperative business partner effective at anticipating, interpreting and proactively acting on client needs. Effectively ensure the maturation, administration, and compliance of HR policy enterprise wide.

•Communications – Regarded as a conscious and considerate communicator; diplomatically navigates politically sensitive situations and challenges with a high degree of confidentiality; effectively negotiates the interests of diverse stakeholders including senior management.

•Relationship Building – Client-centric; intuitive, active listener with favorable interpersonal skills consistently credited for the ability to build and maintain strategic partnerships across all levels of an organization, including senior leadership.

•Risk Management – Predict certain risks and threats, acknowledge they exist, and take necessary measures to proactively reduce effects should they happen.

•Fiscal Agent – Handles a $250M staff development budget for over 500 employees.

•HR Knowledge – OSHA, ADA, FMLA, COBRA, FLSA, OFCCP, HIPAA, EEO-1,

VETS-100, Federal and State Employment Law, Investigations, Mediation/Arbitration

Education, Certification, Credentials & Awards

M.S., Human Resource Management, American University

B.A., Communications and Writing, Mundelein College, Loyola University

Certification, Senior Certified Professional, Society Human Resource Management (SHRM)

Certificate, Fostering Equity and Diversity, Yale University

Alliance for Workplace Excellence Workplace Seal of Approval & Health and Wellness Seal of Approval, Workplace Excellence

PROGRESSIVE EXPERIENCE

Public Company Accounting Oversight Board (PCAOB) Washington, DC 2024-Present

The Public Company Accounting Oversight Board (PCAOB) is a nonprofit organization established by Congress to oversee the audits of public companies, ensuring accuracy and integrity in financial reporting. It sets auditing standards, inspects audit firms, and enforces compliance to protect investors and the public interest.

Employee Relations Consultant (HR Contractor)

Responsible for managing and resolving complex employee relations issues, ensuring compliance with employment laws, and promoting a positive workplace culture. Advising managers and employees on performance management, conflict resolution, disciplinary actions, and company policies.

Conducts thorough investigations into complaints of misconduct (such as harassment, discrimination, and policy violations) and collaborates with HR and legal teams to develop strategies for addressing and mitigating employee relations challenges. Play a critical role in fostering a fair, respectful, and legally compliant

Workplace environment. Reviewing and revising as needed employee policies and assisting with special projects as needed.

NeighborWorks America Washington, DC 2019- 2024

Congressionally funded non-profit that creates opportunities for people to live in affordable homes, improve their lives, and strengthen their communities. Hired as Sr. Director, HR then served in the interim SVP, HR role before being promoted into Senior executive-level position of SVP within three years. Expedited career movement from Senior Director to Senior Vice President.

SVP, Human Resources

Influences compliance and positive change by developing transformative solutions for overall HR strategy and solutions, with a staff of 9, including people strategy, culture design, change management, team effectiveness, workforce planning, succession planning, learning and development, diversity and inclusion, employee wellness and employee relations. Assisting internal and external constituents in all 50 states, Washington, D.C., and Puerto Rico, with affordable housing, financial counseling and coaching, training and resident engagement in the areas of health, employment and education.

Administration

Lead the reappointment of Officers (5-C suite roles) annually and the analysis and assessment and their current compensation, as needed, based on equitable performance evaluation criteria annually.

Serve as key agent amongst Officers and other executive members to strengthen the interaction between all stakeholders and professional staff to cultivate an environment for success and drive the mission, vision and values forward.

Steer HR plans and procedures; assist in the development, implementation, and communication of personnel policies and procedures that ensure compliance with Federal guidelines; maintain the employee handbook and policies and procedures manual.

Liable for efficacy of talent acquisition, training and national learning programs and total rewards (compensation and benefits) structure and direction.

Ensure compliance with all county, state, and Federal laws and proactively engage legal counsel and other decision-makers, as needed, to mitigate organizational risk.

Employee Relations

Serve as the primary point of contact (POC) on all personnel matters, including investigations; successfully solve sensitive matters while diplomatically coaching staff and leadership toward positive resolution.

Project Management & Reporting

Fostered the review, acquisition, and implementation of a new HRIS system within 6 months.

Redesigned onboarding process to partner with staff education program leading to faster skill development, improved retention, enhanced employee engagement and satisfaction and alignment with organizational Race, Equity, Diversity and Inclusion (REDI) program and goals.

Improved organization work model to support hybrid work environment. Recommended and reconstructed compensation program in conjunction with hybrid work positively impacting retention.

Supervise Benefit Broker relationships fueling quarterly and annual rewards including renewal to reduce operational and decreased premium costs.

Recruitment, Training, and Development

Revised and appraised industry-specific job roles through the utilization of the following methods: conducting compensation surveys, analyzing internal and external market data, conducting interviews with employees and managers, and assessing the current and future state of these positions.

Invented and introduced strategies that coordinated with overall business objectives and enhanced employee retention and productivity while teaming up with executive leaders to create and execute workforce plans to grow and expand cross functional initiatives.

Spearheaded creation of comprehensive leadership development program for mid- to senior-level management driving positive leadership capabilities and competencies.

Diversity, Equity & Inclusion

Cultivate and nurture diverse and inclusive workplace culture fostering a sense of equity and belonging for all staff.

Championed DEI efforts in partnership with senior leadership and 8 direct reports to have full representation of all underrepresented groups, at all professional levels, of the organization.

Be of service to C-Suite and other senior-level colleagues as Strategic DEI practitioner making sure the staff mirror the individuals we are privileged to serve.

JBS International, Inc. Bethesda, MD 2008-2019

Mission-driven company that delivers solutions that advance the health, safety, and well-being of people and ultimately improves their daily lives.

Senior Director, Human Resources

Rendered strategic direction and tactical leadership to HR Operations in close partnership with senior-level executives with a 15person team.

Built full-service HR department with associated policies and procedures driving compliance that realized $60k+ in annual savings and overhead spending policies cutting costs by 21%.

Contributed to 40% corporate growth in 5 years with design and deployment of calculated HR plan oriented with corporate mission that amplified sustainable growth.

Secured 38% in savings through expert management of business liability profile and continued analysis of contractual coverage requirements.

Overhauled existing health plan bringing rate increases from 26% to 9% and steadily decreased renewal rates over time.

Automated process to drive efficiency gains with new online performance evaluation, flexible spending account, and HRIS system.

Earned industry organization recognition and three awards with innovative health and wellness initiative, reduced employee turnover by 2%, minimized absenteeism and reduced health-related costs. Awards included the Alliance for Workplace Excellence Seal of Approval and Health and Wellness Seal of Approval celebrating businesses that promote professional fulfillment and personal wellness at work, home and in the community.

PROFESSIONAL & COMMUNITY INVOLVEMENT

Member, Society for Human Resource Management (SHRM) 2000-Present

Member, Society of Midland Authors 2005-Present

Volunteer, Capital Area Food Bank

Volunteer, So Others Might Eat (SOME)

Volunteer, Miriam’s Kitchen

Volunteer, DC Central Kitchen

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