Human Resources Project Management

Desiree Reames

**** ***** **, ****** ** ***** 719-***-**** ***********@*****.***

Profile

Dedicated and focused on the mission. Highly skilled in recruitment, data analysis, project management, and process of improvement. Experienced with increasing budget, upgrading positions and researching ways of refining the organization/agency. Over 10 years in Human Resources experience and extensive knowledge with multiple agencies and areas of expertise. Background in Employee Management and Labor Relations.

Experience

GS-0201-11 HUMAN RESOURCES SPECIALIST INTERNAL REVENUE SERVICE

APRIL 2024 – PRESENT

Manage and perform the full range of recruitment services, to include Delegated Examining and Merit Promotion recruiting processes. Initiates the intake consult with working with the hiring manager and discussing how they would like to announce the position. Provide expert technical advice on recruitment, placement, staffing, special pay actions and entitlements. Assists and provides recommendations to complex problems and situations. Create the vacancy announcement in several systems, to include USAstaffing and HRconnect. Within the vacancy, the assessment and reviews are created. Once the announcement closes, qualifications are conducted, and then the certificate is created based on the hiring preferences, special programs, and authorities. Once a selection is made by the hiring manager, onboarding is started, to include the job offer. Processing actions in a couple HR systems, creating positions and employee records. Provide HR services, including recruitment and placement services, and provides managers, employees, and job applicants with information and interpretations of recruitment and placement procedures, practices, policies, and guidelines. Gather data from previous years of authorized positions, losses, declinations from applicants, safety mishaps and workers compensation claim and the attachments to support the data. Continue process and improvement for the orgs and vacancy rate, disciplinary actions, and assisting management. Completed the research, data, graphs, charts for EO cases and created case files regarding situations with employees. If the situation involved discrimination, a report would have to be created to show the other employees that individual worked with, along with the supervisors. That report would contain excel charts to identify the discrimination concern and provide more resources for the case. Maintains a vacancy tracker for each organization to ensure that there is accuracy and chronological data when filling vacant positions.

GS-0201-12 HUMAN RESOURCES SPECIALIST INDIAN HEALTH SERVICES

APRIL 2023 – APRIL 2024

Full performance specialist that completes actions from cradle to grave. Manage and perform the full range of recruitment services, to include Delegated Examining and Merit Promotion recruiting processes. Initiates the intake consult with working with the hiring manager and discussing how they would like to announce the position. Provide expert technical advice on recruitment, placement, staffing, special pay actions and entitlements. Assists and provides recommendations to complex problems and situations. Create the vacancy announcement in several systems, to include USAstaffing. Exercises delegated classification authority for Title 5 positions up to and including the GS-15 level. Perform position classification to assign the title, series, pay plan, grade, and other characteristics to positions. Prepares, writes, and/or revises position descriptions for a variety of series and position types, creates job analysis’s classifies job, and prepares necessary documentation in the GS and FWS classification and job grading systems. Once a selection is made, communicating with the selectee is critical and maintaining contact throughout the hiring process. Assist and advise the selecting officials on the process which consists of the certificate of who is eligible and going over each hiring preference, including Veteran’s preference. Coding and processing the actions (accessions, awards, details, reassignments, resignations, transfers, etc.) in multiple systems such as HRx, EHCM, USAstaffing, etc. Reviewing and completing all required documents and hiring actions for each applicant. Working with the selectee and completing all conditions of employment, such as a background investigation. Classification responsibilities such as the standards and factors for the position descriptions and then determining the credentialing for security. Advise management on improvements for position and organization structures and possible realignment of functions. Served as the subject matter expert and quality reviewer in several areas of staffing and training duties to mentor subordinate staff.

GS-0201-12 HUMAN RESOURCES SPECIALIST USDA FOREST SERVICE

FEB 2022 – APRIL 2023

Centralized and Non-Centralized Specialist servicing the Fire team. Cradle to grave staffing actions from when the request comes in. Setting up meetings (pre-hire consultations) with the hiring manager to ensure position is accurate with requiring CDL, offering relocation incentive, living quarters, etc. Creating the job announcement to release to USAjobs. Once announcement closes, certificates are issued to the hiring manager and any authorized reviewers. Selections are then made, conditions of employment are verified and then intake requested for background investigations, drug testing, commercial driver’s license, etc. Action is then coded as a conversion or accessions action and then remarks are made on the action. Onboarding process is then started with new hire paperwork and entry on duty date set. Systems that are used for the staffing process is ConnectHR and within that platform is, AgLearn (training) BI fingerprint lookup, EmpowHR (coding the position and creating the IP/position number), PD (position description) library, eTracker to track all actions and to complete all coding, Paycheck8 for payroll and tracking hours worked, TSP, USAstaffing, WRAPS, etc. Other systems used are Power Apps (another action tracker), OPM (reference), etc. Creating tickets for assisting employees and responding to tickets for inquiries. Classification and ensuring the AD332 to signed, accurate and current.

GS-0201-12 HUMAN RESOURCES SPECIALIST CIVILIAN PERSONNEL OFFICE DEPT OF THE AIR FORCE JUNE 2018 – NOVEMBER 2021

United States Air Force Academy organizations. Processes all request for personnel actions (RPAs) using the Defense Civilian Personnel Data System (DCPDS) to include recruit/fills, resignations, reassignments, pay changes and temporary promotions. Acts as an Employee and Labor Relations

Specialist by composing case files for the Family Medical Leave Act (FMLA) and Voluntary Leave Programs (VLTP), disciplinary actions (Suspensions, Terminations, Letters of Reprimand, Leave Restrictions) and alternate work schedules. Assists management with decisions regarding employee behavior and performance issues. Then decide what corrective action should be taken, following the table of penalties, and depending on the severity of the situation. Answer questions employees may have regarding discipline, employee’s rights and if they want to file a grievance regarding the action that was taken against them. Go over options but also reminding the employee, if a bargaining unit employee, they need to utilize the covered Union. Ensure management is current on any changes to the bargaining unit handbook or any updates to the EMR/LMR SOP or policy. Track employees’ patterns of behavior, poor performance and decide if a performance improvement plan would be beneficial or more severe actions for the employee. Represent management in cases that go to trial or mediation and ensure all documentation and evidence is provided to assist in deciding. Completed the research, data, graphs, charts for EO cases and created case files regarding situations with employees. If the situation involved discrimination, a report would have to be created to show the other employees that individual worked with, along with the supervisors. That report would contain excel charts to identify the discrimination concern and provide more resources for the case. Maintains a vacancy tracker for each organization to ensure that there is accuracy and chronological data when filling vacant positions. Performs special reviews in combination with manpower and management analysis surveys to identify problems in alignment, supervisor/employee ratios, and career development opportunities in the organization structure. Makes recommendations for reorganization, expansion, and consolidation of functions. Exercises delegated classification authority for Title 5 positions up to and including the GS-15 level. Perform position classification to assign the title, series, pay plan, grade, and other characteristics.to positions. Prepares, writes, and/or revises position descriptions for a variety of series and position types, classifies jobs, and prepares necessary documentation in the GS and FWS classification and job grading systems. Considered a Subject Mater Expert (SME) for: producing reports for the organization utilizing the Business Objects (BO) program; distributing annual training and deadline notifications to base liaisons and commanders; conducting In-processing briefs for new and transferring civilian employees; and assisting departing employees with completing Out-processing procedures. Office Point of Contact (POC) for records management, adhering to the USAFA file plan to maintain all Civilian Personnel electronic (soft copy) and paper files (hard copy). Utilizes Electronic Questionnaires for Investigations (E-quip) to determine background investigations and clearances for new employees. Completes childcare background investigations including the prior military installation investigations, the FBI (Federal Bureau Investigation) fingerprints and state record checks. The childcare background investigations are required for every childcare position prior to starting employment. Conducts fingerprinting and verifies citizenship through the authorized websites such as Joint Personnel Adjudication System, Central Verification System, E-Quip and Composes Memorandums for Records, hand receipts, and various government documents prior to sending to management for review. Prepares correspondence and email templates then sends to liaisons for future reference. References the Air Force laws and regulations that follow OPM and the 5 CFR guidelines when making decisions or advising managers. Responds to difficult issues involving complex projects/problems that require accurate and timely information and advice. Participates in meetings, conferences, and workshops on all human resource maters. Provide HR services, including recruitment and placement services, and provides managers, employees, and job applicants with information and interpretations of recruitment and placement procedures, practices, policies, and guidelines. Review recruitment and placement actions, provides guidance on complex issues. Conduct and prepare job analyses, prepares job announcements, determines qualifications, develops referral lists, makes employment offers, sets pay, and processes personnel actions, ensuring compliance with HR principles, authorities, and policies. Research and utilize critical thinking skills to solve staffing and classification problems within the CPAC using HR tools such as but not limited to 5 CFR, PERMISS, OPM, DCPDS, CPOL, FASCLASS, AUTNOA, and local regulations. Advises management on recruitment strategies, sources, special programs, recruitment, relocation, and retention incentive programs. Provides guidance on merit system principles, prohibited personnel practices, the development and use of valid selection criteria, and other approaches that may help in staffing the organization and in improving employee productivity, morale, and retention. Gather data from previous years of authorized positions, losses, declinations from applicants, safety mishaps and workers compensation claim and the attachments to support the data. Continue process and improvement for the orgs and vacancy rate, disciplinary actions, and assisting management.

Education

B.S. IN BUSINESS ADMINISTRATION MARCH 2016 COLORADO TECHNICAL UNIVERSITY (SUPERIOR ACADEMIC ACHIEVEMENT [S.A.A.] MAGNA CUM LAUDE HONORS DEAN’S LIST)

A.A. IN BUSINESS ADMINISTRATION NOV 2013 COLORADO TECHNICAL UNIVERSITY

Skills & Abilities

·Recruitment and Staffing

·Proficient with POS systems

·Excellent interpersonal and communication skills

·Policies and Guidelines

·Process of Improvement and Development

·Talent Acquisition

·Employee Management and Labor Relations

·Data Analysis and Assessments

·Budget and Planning

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