EXPERIENCE SUMMARY:

• 30 - year-career with the Confidential, followed by three years in government contractor positions, with eighteen (18) years of experience in human resources, leading efforts: training/learning strategy, training project management and training program administration.
• I have supervised and managed numerous, complex, large-scale human resource efforts in strategic plan implementation, change management and transformation, process improvement, curriculum development, training program development, and career development.
• I am an effective communicator, having prepared and presented briefings to senior leaders in the Confidential, and among Confidential international partners.

EXPERTISE AREA:

• Strategic Workforce Planner
• Government Inter
• Agency Training Coordinator
• Human Capital Strategic Planner
• Training Program/Curriculum Manager
• Training Requirements Analyst

SELECTED SPECIFIC EXPERIENCE:

Trainer, Management

Confidential

Responsibilities:

• I am a contract trainer teaching courses such as “Strategic Plans to Tactical Execution” and “Conflict Resolution” to, primarily, government organizations.

Adjunct Faculty

Confidential

Responsibilities:

• I teach a course titled “Strategic Management,” the capstone course for students enrolled in the University’s Master of Business Administration program.
• I work through the Taproot organization, a non-profit coordination group, volunteering my time in support of strategic planning efforts for non-profit organizations.

Strategy Consultant/Analyst

Confidential

Responsibilities:

• I provided support to Transportation Security Administration Agency ( Confidential ), Office of Information Technology (OIT), Strategy and Enterprise Management Division (SEMD). In particular my efforts focused on workforce strategies, creating career development plans and establishing an IT workforce community and culture across the Agency.
• I reviewed prior year plans and reports, and revised and update prior year initiatives and authored new initiatives for promoting and sustaining Confidential ’s IT workforce via multi-year strategic plans and single year implementation plans being developed by the Office.

Senior Consultant/Policy Analyst

Confidential

Responsibilities:

• I provided support to the Defense Intelligence Agency (DIA), Directorate for Analysis (DI), Knowledge Management Office (KMO).
• In particular, I worked with the, Plans, Policy and Requirements Team supporting meetings such as the DIA/DI “DI Knowledge Management Forum.
• I prepared a white paper on the topic of “KMO Technology Integration, outlining how future plans for the Office might be operationalized in partnership with the Agency’s Directorate for Information Management and Chief Information Officer.

Senior Consultant/Policy Analyst

Confidential

Responsibilities:

• I provided support to National Geospatial-Intelligence Agency ( Confidential ) Functional Management Executive for Operations (FMX/Ops), a staff office that represents Confidential ’s Analysis and Production and Source Management Directorates as integral elements of the National System for Geospatial-Intelligence ( Confidential ).
• Working with the Plans, Strategy & Policy (PS&P) Team in that office I was responsible for guiding strategic planning efforts that will further leadership, management and governance initiatives to enhance the performance of the Confidential .
• I created and briefed a proposal for a 5-phase plan of action to develop an FMX/Ops Office Strategic Plan that was endorsed by FMX/Ops leadership.
• This was followed by my serving as leader/facilitator for three separate 1/2-day strategic planning workshops that culminated in FMX/Ops Office leadership agreeing to five overarching “goals” to be achieved over the timeframe of the next three to five years.

Strategic Plan Consultant

Confidential

Responsibilities:

• Served as senior level consultant to provide guidance and direction for customer operations, policies and procedures primarily related to coordination and creation of a variety of strategic/business planning documents and activities.
• Assisted with development and implementation of Best Practices, processes and procedures and support the definition and development of performance metrics.

Strategic Workforce Planner

Confidential

Responsibilities:

• I served as Team Lead for implementing Confidential ’s Human Capital Strategic Plan, known as “Workforce Excellence.
• For this Agency-wide transformation, I worked with several senior executives, who served as “sponsors” of this effort, assessing the current environment, defining key objectives, and identifying success factors and challenges associated with the Agency’s human capital lifecycle.
• I led the efforts of four strategic planners within the Directorate and over 30 different individuals in other offices spread throughout the Agency who had specific responsibilities for developing processes, methodologies, and transition strategies focused on: workforce demand analysis, workforce supply analysis, policy implementation, competency modeling, occupational career paths, pay for performance, leadership development, recruiting and retention strategy development, and succession planning.

Staff Officer

Confidential

Responsibilities:

• Major duties in this position involved orchestrating, in concert with the Confidential Director’s Office, the Directorate’s response to Confidential -related directives, instructions, and taskings from the various DoD and IC Offices.
• With the vast majority of Confidential personnel working in the Analysis & Production Directorate, much of my work dealt with human capital issues.
• Among the efforts that I led was collaboration with Confidential ’s Human Development Directorate to identify positions in the Directorate to be included in the Joint Duty Assignment program, a program viewed as a critical element of succession management as it relates to workforce planning.

Manpower/Budget Officer

Confidential

Responsibilities:

• In this position I had responsibility for maintenance of Office personnel data in existing databases to reflect accurate personnel information in the personnel manning roster and was also responsible for development and execution of the Office’s multi-million-dollar program budget.
• A large portion of this budget was devoted to Confidential intelligence analyst transformation initiatives and required functional knowledge of human capital and human development issues to successfully execute the budget.
• Included in these efforts was hiring contractors with specialized technology skill sets and competencies to serve as on-the-job trainers for new inexperienced analysts.
• Additional budgeting work in this area involved contracting for customized training courses for those same analysts.
• Additional responsibilities involved the creation of awards packages and letters of recognition that enhanced the retention of the office’s valued employees.