Human Resource Manger/ Project Manager *The One To Hire*

LA’TISHA A. DAVIES

**** **** **** • Crestview, Florida 32536

850-***-**** • 850-***-**** (cell) • *************@*****.***

HUMAN RESOURCE MANAGEMENT PROFESSIONAL

Aerospace Production Management / Project Management / Data Analysis

Accomplished, results-driven, and enthusiastic leader consistently and effectively exceeding organizational objectives by focusing on operational / resource analysis, rapport building, training approaches and mentoring / inspiring management and staff members. Achieve and cultivate harmonious employee relations, employee retention and enhanced performance through effective conflict resolutions, creative incentive programs and team building.

Secret Government Security Clearance

Strategic Planning • Production Improvements • Staff Mentoring / Coaching / Leadership

Benefits Administration • Labor Laws • Contract Negotiations • Performance Management

Manpower Planning • Policies / Procedures • EEO Compliance • Employee Incentives

Research • Training Program Creation / Delivery • Compensation / Bonus Programs

Creative Problem Resolution • Conflict Resolution • High Visibility Presentations

Recruiting, Screening, Hiring • Diversity Planning • Orientation Programs

EDUCATION

MS in Human Resource Management

Troy University, Walton Beach, Florida

BA in History • Minor: Computer Science

University of South Carolina, Columbia, South Carolina

AA

University of South Carolina, Sumter, South Carolina

AAS in Maintenance Production Management

Community College of the Air Force, Maxwell AFB, Alabama

PROFESSIONAL EXPERIENCE

Knowledge of the functions and structure of an organization.

Ability to supervise.

Ability to communicate orally and in writing.

USAFR, Eglin AFB Field 3, Florida • 2005-Present

919th Special Operations Wing, is the only special operations wing in the Air Force Reserve. The 919th SOW provides and maintains the MC-130E Combat Talon I and MC-130P Combat Shadow special operations aircraft designed for covert operations. The 919th SOW employs about 1,300 reservists that train monthly in preparation of deployments in numerous contingencies throughout the world.

Knowledge of the requirements, procedures and program objectives in all areas of military personnel administration.

Ability to apply the knowledge of military personnel functions toward the management of data systems.

Knowledge of the functions and structure of an organization

Equal Opportunity/Force Support Officer /Personnel/Information Manager

Responsible for all command support staff functions, providing customer service, managing personnel issues and maintaining reports. Carries out policies, procedures and standards to ensure life-cycle management of all information originated and received by the squadron. Establishes procedures for receiving, suspension, and redistributing communications. In assignment area, provides position classification and position management orientation to operating officials, new supervisors, and employees. Coordinates and establishes others with provision of the Freedom of Information and Privacy Act.

Highlights:

• Partnered with finance department and developed action plan to resolve data discrepancies between personnel and finance systems. Resolved over 1,000 data mismatches impacting personnel pay reducing case closure from 30 days to 10 days.

• Managed spending for squadron credit card accounts and over 100 cardholders. Ensured proper obligation of $2.5M in spending.

Performed a variety of staff studies concerning programs and program support effectiveness resulting from regulatory changes, new technology, program/mission changes, recurring requirements, and others. Results of studies are used for both current and future work planning and operations, and in response to higher headquarters taskings. Studies cover a variety of issues such as manpower requirements for administering the programs, managerial responsibilities, proposed plans and policies, etc. Identifies the need for studies, establishes goals and objectives, and determines if study can be accomplished independently or if a working group(s) is needed. Serves as a facilitator of such working groups, providing guidance and direction as needed. Organizes group efforts, develops and recommends proposals for improvement, resolves issues identified or elevates to the appropriate level with recommendations. Determines or recommends need for interpretation, evaluation, implementation of new policies, or modification of existing policies and procedures. Researches, drafts, and coordinates responses to higher headquarters, external agencies, and individual inquiries and requests. Directs preparation, coordination, and timely submission of correspondence, reports, and other studies, projects, etc

• Directed commander’s support staff; resulted in developing an effective EPR program, ensured timely and accurate processing of reports; effort ensured a 92% on-time completion rate.

Exercises supervisory personnel management responsibilities. Directs, coordinates, and oversees work through subordinate supervisors. Advises staff regarding policies, procedures, and directives of higher level management or headquarters. Selects candidates for subordinate non-supervisory positions and recommends selections for subordinate supervisory positions taking into consideration skills and qualifications, mission requirements, and EEO and diversity objectives. Ensures reasonable equity among units of performance standards developed, modified, and/or interpreted and rating techniques developed by subordinate supervisors. Explains performance expectations to subordinate supervisors and employees directly supervised and provides regular feedback on strengths and weaknesses. Appraises performance of subordinate supervisors and other employees directly supervised and serves as reviewing official on evaluation of non-supervisory employees rated by subordinate supervisors. Recommends awards for non-supervisory personnel. Hears and resolves minor grievances and employee complaints referred by subordinate supervisors and employees. Initiates action to correct performance or conduct problems of employees directly supervised and reviews serious disciplinary actions (e.g. suspensions, removals) involving non-supervisory subordinates. Ensures documentation prepared to support actions is proper and complete. Reviews developmental needs of subordinate supervisors and non-supervisory employees and makes decisions on routine training needs and/or requests for unit employees. Encourages self-development. Approves leave for subordinate supervisors and ensures adequate coverage in organization through peak workloads and traditional holiday vacation time. Demonstrates sensitivity to ideas of subordinates. Ensures actions taken directly as well as those by subordinate supervisors promote an environment in which employees are empowered to participate in and contribute to effective mission accomplishment. Discharges security responsibilities by ensuring education and compliance with security directives for employees with access to classified or sensitive material. Recognizes and takes appropriate action to correct situations posing a threat to the health or safety of subordinates. Applies EEO principles and requirements to all personnel management actions and decisions, and ensures all personnel are treated in a manner free of discrimination.

• Planned, organized, and managed MPF functions to provide supplies and services essential to daily operations. Related policy and procedures, coordinated activities and directed orderly room operations.

Assisted with special projects related to specialty areas. Performed a variety of related staff duties, as assigned by the commander. Obtained all necessary coordination in execution of assigned staff work. Assisted in preparing the Operations Group for Operational Readiness Inspections (ORIs), Unit Compliance Inspections (UCIs), Aircrew Standardization-Evaluation Visits (ASEVs), and any other Command directed inspections or audits that measure the mission effectiveness.

• Worked directly with Head Quarters and clients to address employee relations issues, developed proactive initiatives/alternatives for problem resolution, and communicated to management the vision of the organization relative to policy interpretation.

• Control personnel transactions, distribution of orders, and reporting of personnel data using military personnel data system, AROWS-R, and UTAPS. Inform and coordinate deductions, payroll, administration of benefits, including pensions, annuities, health insurance, life insurance, and dental insurance.

HR Consultant / N.E.W CUSTOMER SERVICE COMPANIES, INC, Crestview, FL • 2006-2008

Leading provider of extended service plans and buyer protection programs, providing coverage to more than 100 million consumers on behalf of leading retailers, manufacturers, utilities and financial services companies. NEW is the first service plan provider to be recognized by J.D. Power and Associates for providing “An Outstanding Customer Service Experience” not once, but four times.

Skill in applying basic principles, provisions, laws, regulations, practices and techniques of staffing and recruitment.

A sound theoretical knowledge and practical understanding of human resources management function, theories, laws, and techniques and of basic relationships of the various disciplines.

Human Resource Manager / Recruiter

Provide Human Resources consulting services, partners and strategically builds alliances with clients by providing industry best practices and recommendations in the areas of talent development and staffing, employee relations, policies and procedures interpretation, designing employee handbooks, management coaching, performance management, and compensation. In addition, provides clients with strategies to build organizational skill capability, and identify talent bench strength and gaps for succession planning within their organizations. Responsible for recruiting, interviewing, compensation, benefits, employee retention strategies, and development / implementation of strategic goals for available positions and the organization.

Highlights:

• Performed objective and accurate performance appraisal reviews on all employees while conforming to policy and union regulations. Documented performance and recommended awards as deemed appropriate. Counseled and provided feedback on employee strengths and areas for improvement.

• Served as CEO’s trusted expert and liaison for multiple high-vis personnel programs to include all employee propriety actions. Authored background papers and staffed/reviewed detailed staff summary packages to ensure all actions were complete and legally sufficient prior to CEO’s final decision.

• Developed, controlled and allocated manpower resources to support corporate planning, programming and budgeting needs.

• Authored, translated and interpreted all HR program policy into directives, publications, and training manuals.

• Streamlined 30 personnel programs and seamlessly integrated a corporate directed 30 percent workload increase. Conducted process reviews to simplify, standardize, and modernize programs. Removed unnecessary workload.

• Provided development and training for recruiting staff, and assisted Compensation in developing salary recommendations and guidelines. Analyzed recruitment activity and recommended process improvement for future activity.

• Consulted, educated and coached all levels of management on effective associate/employee relations practices, organizational planning, affirmative action and diversity, and performance management.

• Conducted Performance Management Development Training, and Sexual Harassment Training. Advised and counseled senior management on policy development and interpretation of federal and state regulations

WALTON COUNTY PUBLIC WORKS, Defuniak Springs, Florida • 2005-2006

Department accountability encompasses Fleet Management, Storm Water Management, Utilities Coordination, Solid Waste, Right of Way, Bridges, Reclamation and Stabilization, North Walton Mosquito Control, Clearing, and Road Building Departments.

Public Works Assistant Production Manager

Recruited to fill newly created position tracking / prioritizing road projects, creating status presentations for the Board of County Commissioners, and assisting in all routine and emergency Public Works functions for 1,066-square mile county comprised of 40,000 population.

Highlights:

• Boosted productivity and reduced customer response time by creating FAQ section for the Public Works Department county website.

• Developed and wrote numerous department policies to achieve consistent timely assistance to the public.

• Significantly increased customer service through new policy requiring all project managers to respond to each customer within 8 business days; created forms and database to track customer concerns which resulted in reduced lawsuits and complaints regarding road maintenance issues.

USAF, Shaw AFB, South Carolina • 1997-2004

Maintenance Production Manager

F-16, C-130, and KC-135 airframes. Managed all aspects of short and long-range aircraft maintenance scheduling including coordination of shared resources, staff supervision / performance appraisals, and monitoring of scheduling effectiveness. Tracked assigned engines, assemblies and components for various engines valued at $778M+.

Ability to gather facts and use effective analytical and evaluative methods to accurately assess information and make sound decisions involving position management problems.

Highlights:

• Tracked database of 2,295 Time Change Items and 1,734 special inspections achieving 99% accuracy rate.

• Drove Shaw AFB to top spare rate in ACC command through implementation of more than 275 Time Compliance Technical Orders (TCTOs); wing achieved rating of “Outstanding”.

• Completely revamped TCTO program-formulated databases to automatically reconcile CAMS and CEMS.

• Achieved zero overdues and zero grounded TCTO engines during assignment through implementation of Monarch System, enabling completion of most demanding flying schedule in the ACC.

• Developed an in-depth continuity manual detailing daily operations and tailoring it for training of personnel.

• Abbreviated CAMS documentation errors through effective personnel training on automated system.

• Authored detailed standardized job profiles for landing gear job performance.

• Received NCO of the Quarter, Service Medal, Kosovo Campaign Medal, Military Outstanding Volunteer Service Medal, Air Force Longevity Service Award, USAF NCO PME Graduate Ribbon, Air Force Training Ribbon, Air Force Commendation Medal, Air Force Achievement Medal, Air Force Outstanding Unit Award, Air Force Good Conduct Medal and National Defense Medal.

PROFESSIONAL AFFILIATIONS

SHRM Member

Crestview Chamber of Commerce

Big Brothers-Big Sisters

KSA Volunteer

Toastmasters

USAFR

Computer Literacy includes MS Office, ACT, GO81, People Soft, HRIS, JGrasp, Monarch, MTS, ActiveX DLL, COM+ / DCOM, Business Objects, Active Server Pages, Visio, MS Project, MS FrontPage, Java, Adobe Acrobat, SharePoint, C++, HTE, CAMS/CEMS.

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