SUMMARY:

• Currently the Acting Director (permanent reassignment into the position pending) of the Office of Accountability Review (OAR). OAR is a new office set - up by the VA Secretary to investigate all allegations of senior leader misconduct. While the office is organizationally aligned under the Confidential (OGC) it is for all intents and purposes a high-level Human Resources (HR) / Employee Relations (ER) Office, often referred to by the VA Deputy Secretary as his Internal Affairs Office.
• In general through all my SES HR positions I proactively create and deploy Human Capital Strategies, that (1) are aligned with and contribute directly to mission and strategic goals; (2) plan for and deploy the human resources necessary to achieve strategic goals, including providing the requisite talent by recruiting and/or promoting superior candidates and providing them high-quality training and development; (3) ensure that leadership is effectively able to leverage its human resources and foster an environment that values and provides opportunities for continuous learning; (4) further leverages talent by recognizing and rewarding excellent performance and results; and (5) assures accountability to goals, laws, regulations, governing rules and merit principles. Provide sound and accountable fiscal management for multi-million dollar budgets. Improve business operations, efficiencies, and effectiveness.

PROFESSIONAL EXPERIENCE:

Acting Director

Confidential, Washington, DC

Responsibilities:

• Initially chosen for special detail (July 2014) based on Leadership integrity and reputation for being beyond ethical reproach and strict adherence to law, regulation, and rule; permanently reassigned to Deputy Director of new office (April 2015), and made Acting Director (August 2015) pending paperwork to permanently reassign to Executive Director.
• OAR investigates allegations of wrong-doing or misconduct by all VA senior leaders, including all SES, SES-Equivalent, and most GS-15s throughout the Department.
• Manage the Employee Relations aspects of administrative investigations and of SES discipline, including removal, under new VA-specific legal authorities.
• Direct and monitor investigations of all leadership investigations and approve the preparation of reports and any disciplinary charges as appropriate.
• Liaise with the Office of Inspector General (OIG), the Office of Special Counsel (OSC), Congress, and the White House on current allegations of fraud, waste, and abuse and whistleblower retaliation cases.
• Create new procedures for ensuring all allegations of wrong doing are tracked, investigated, and appropriately closed out.
• Work with the VA Secretary and his leadership team to create new and improved methods of ensuring accountability throughout the agency.

Chief Officer

Confidential, Washington, DC

Responsibilities:

• Led all Human Capital issues managed by WMC for Confidential (300,000 employees).
• Directly supervised 4 subordinate Executives, including the Deputy Chief Officer, whose position I previously encumbered, responsible for items listed below.
• Managed 220 million dollar annual operational budget.
• Coordinated the largest mental health hiring initiative in the agency’s history, hiring over 4,000 mental health professionals in one year. This required targeted marketing, recruiting and liaising with multiple private, state, and Federal stakeholders.
• Ensured the effective and accountable delivery of Student Loan Repayment (SLRP) funds, Education Debt Reduction Program (EDRP) funds, and several Healthcare Scholarship funds over a 5-year period, for all of Confidential, valued at over a billion dollars. Redesigned the cost accounting procedures for the fiscal review of all of these programs.
• Coordinated all Confidential HQ level OIG and OSC investigations involving Senior Leaders.
• Worked with VA Executive Leadership to resolve serious Union disputes and grievances affecting work processes and resources. Brought resolution to two multi-year issues: Saturday premium pay and Fair labor Standards Act (FLSA)
• Responsible for effective Human Resources delivery in the Field (2,500 HR specialists) over 154 Hospitals in 21 Regions.
• Chaired a national level Committee, SHRAC (Strategic Human Resources Advisory Committee).
• Provided Human Capital consultation and advice to the highest levels of Confidential and VA Leadership on a daily basis.

Deputy Chief Officer

Confidential, Washington, DC

Responsibilities:

• Served as the second in charge of all Human Capital issues managed by WMC for Confidential ; managed nine direct reports, who in turn managed a staff of almost 400. Effectively stepped into the acting Chief role without hesitation or delay on any strategic or sensitive matter. Entrusted by the Chief with full authority to act on her behalf, in consultation with Confidential and VA Executive management.
• Quickly gained professional rapport and respect with customers, stakeholders, and leadership. Built other professional relationships to ensure WMC provides the highest caliber of services possible.
• Analyzed current products, services, and organizational abilities to fulfill mission, leading to streamlining, and increased effectiveness and efficiencies. Rebuilding front office operations, including bringing in stellar new talent and re-engineering methods of service delivery.
• Engineered a number of new operational efficiencies including: updated the RMC process; added an automated tool to Executive Recruitment; consolidated fiscal oversight; created the Retention Incentive Technical Review Board (RITRB).
• Serve as the co-chair for the Strategic Human Capital Advisory Committee (SHRAC), and working to turn that body into a more effective and useful tool for assisting with Human Resources issues across the entire Confidential portfolio.
• Consulting with Confidential and VA stakeholders and customers to ever improve the delivery of Human Capital services. Codifying delivery modalities for services and products that are held to identified and agreed upon metrics.
• Oversee a $220 million dollar budget which provides for facility funding on a number of important recruitment tools including Student Loan Repayment, Education Debt Reduction Burden, Scholarships, and intern programs.
• Recently added a national recruiter to help with VHACO Program Office Executive recruitment needs. Oversee the highly successful recruitment program currently present throughout 21 VISNs.

Chief Human Capital Officer

Confidential, Gaithersburg, MD

Responsibilities:

• Oversaw all human capital needs of Confidential . Served as the Director of the Human Resources Management Division and Human Capital Advisor to the Confidential Director and Associate Directors, and was the technical expert on all human capital matters (including training) relating to the operations of the Institute.
• Established and monitored compliance with policies to govern the development, management, administration, and coordination of Confidential 's overall human capital programs.
• Considered key national and organization-wide goals, priorities, and values in executing responsibilities; responded to the general public and clientele groups; remained current on relevant social, political, and economic developments; and represented Confidential on complex issues and effectively gave briefings, speeches, testimony, etc., to persuade, sell, inform, and/or negotiate plans and programs.
• Provided administrative and fiscal oversight and coordinated the activities of subordinate organizations; developed and communicated a vision for the attainment of goals and objectives as a cohesive, focused organizational entity; served as a catalyst for innovation and creativity in analyzing and solving complex problems; fostered an environment conducive to teamwork and empowerment of supervisors and employees.
• Oversaw the development of short- and long-range plans to meet organizational objectives; established or revised programs' goals, instituted major modifications in organizational or functional structure; and approved key appointments or promotions to ensure the most efficient organization.

Human Resources Director

Confidential, Lanham, MD

Responsibilities:

• Human Resources Director for SB/SE servicing 26,000+ employees.
• Created successful new and improved service offerings related to succession planning, workforce planning, and knowledge management strategies.
• Part of SB/SE’s Executive Management Committee that vetted and approved new tax revenue collection methodologies, and reviewed all new pending tax code changes to be sent publicly.
• Established and maintained close communication and collaboration with all customers and stakeholders.
• Effectively managed a $100 million training budget.
• Led a team of recruiters who recruited for all of the IRS employment needs across the nation (over 800 locations).
• Led a team of 200+ people (including 6 Branch Chiefs) providing hiring, recruitment, training, employee / labor relations, business continuity planning, real estate management, employee suggestion program, employee engagement and survey work, performance management, workforce planning, knowledge management, succession planning etc.

Human Capital Program Manager

Confidential, Rockville, MD

Responsibilities:

• Managed NRC's Human Capital and Strategic Workforce Planning work. Liaised between the NRC and OPM, OMB, GAO, and Congress/Senate on all matters related to Human Capital.
• Led all internal agency assessments and reviews related to Confidential . Advised the Chief Human Capital Officer on how to maximize the efficiency and effectiveness of all Human Capital service delivery strategies.
• Managed all NRC human capital reporting requirements that were required by the Commission or any external entity.
• Worked to ensure Human Capital efforts were in alignment with NRC strategic and operating goals. Work linkages included, but were not limited to, the following: Strategic Workforce Planning, Knowledge Management, Pay for Performance, Training and Development, Hiring and Retention Strategies, Evaluation of GAO / OPM HR-related recommendations, etc.

Program Manager

Confidential, Pentagon, Virginia

Responsibilities:

• Selected as 1 of 12 (out of over 8,000 applicants) for the inaugural SES Federal Career Development Program. While completing the SES Fed CDP, I managed large scale Human Resources / Personnel Transformation projects.
• Appointed Chief of the Systems Planning and Integration Division, responsible for the successful operation of 200 HR-related IT systems in the US AF
• Supervised forty (40) military, civilian, and contract personnel.
• Served as the Co-Chair for the IT Working Group for the Personnel Services Delivery (PSD) Transformation project. PSD fundamentally changed the way AF delivered personnel services that effected all 650,000 AF members (active, Reserves, Guard, and civilians).
• Redefined the Defense Integrated Military Human Resources System (DIMHRS) program oversight. Worked closely with numerous internal AF offices, the Office of the Secretary of Defense (OSD), and contractors to ensure DIMHRS succeeded. Once enacted, DIMHRS became the largest HR IT system of its kind, in the world.
• Worked with AF’s Manpower specialists assisting in programming for one of the AF’s largest personnel downsizing initiatives: 58,000 personnel over the current Future Years Defense Program (FYDP).

Director

Confidential, Baltimore, MD

Responsibilities:

• Supervised a team of eighteen (18) professionals and contract staff providing diverse HR and automation expertise to two HHS Agencies: the Centers for Medicare and Medicaid Service (CMS) (5,000 employees), and the Indian Health Service (IHS) (14,000 employees).
• Served as an advocate with other HR service providers to ensure the delivery of high quality and timely human resource services.
• Provided workforce analytics, technical assistance and consultation to client organizations in workforce planning and human capital management.
• Monitored HR performance against service level agreements with our client organizations.
• Maintained the budget and logistical operations for the HR Center and its 85 employees.

Senior Human Resources Management Analyst

Confidential, Rockville, MD

Responsibilities:

• Specifically hired by NRC to help them “get to green” in the Human Capital arena of the President’s Management Agenda.
• Audited NRC’s Workforce Planning and Human Capital methodologies and drafted agency responses for OPM / OMB’s Human Capital Assessment and Accountability Framework.
• Strategized for the acquisition of highly skilled technical and scientific disciplines related to the Yucca Mountain nuclear waste licensing procedures.
• Drafted internal policies and procedures for systematic agency use of defined workforce planning and human capital methodologies.
• Trained NRC managers and supervisors on workforce planning and recruitment strategies.
• Constructed agency-wide Strategic, Operating, and Performance Management plans.
• Demonstrated NRC’s automated Workforce Planning system to other Federal agencies.
• Provided expert ad hoc assistance with a wide range of Human Resources services.

Personnel Research Psychologist

Confidential, Washington, DC

Responsibilities:

• Provided consultation to OPM and OMB on the Human Capital Assessment and Accountability Framework (previously referred to as the Human Capital Scorecard) review teams on analyses of Federal agencies' plans for "getting to green" for the President's Management Agenda.
• Reviewed and provided comments on sixteen (16) agencies' restructuring plans for the first two quarters of the Human Capital review period.
• Provided expert advice on government-wide Workforce Planning initiatives several times for GAO, and other agency, auditors.
• Selected by OPM to provide formal assistance to Federal agencies seeking help with applying OMB Bulletin # 01-07 "Workforce Planning and Restructuring."
• Reviewed public and private agencies' workforce planning efforts and researched best practices.
• Coordinated efforts to collect Workforce Planning data from Federal agencies for dissemination through OPM's web site.
• Editor for OPM's Workforce Planning website.
• Addressed Federal conferences regarding OPM's Federal model for Workforce Planning.
• Helped coordinate the Federal government's first large scale Workforce Planning Conference. Helped coordinate the logistics for five smaller WFP conferences.
• Coordinated expert speakers for workforce planning events. This included gaining the FAA’s Deputy Director as a panel presenter at the Federal Executive Board's July 2001 conference.
• Demonstrated OPM’s Workforce Planning automated prototype to numerous federal agencies, and conducted feedback focus groups with the attendees. This Prototype Workforce Planning Model and Analysis System was the recipient of a 2001 Computerworld Honors Program Award for information technology innovation.
• Reviewed automated workforce data analysis tools for possible use by OPM.
• Coordinated the efforts of several writers across agencies to produce final text for OPM’s Workforce Planning web site.
• Led the initial assessment team that met with several private sector providers of automated staffing solutions, including Monster.com who ultimately won the contract for providing these services under the current E-Gov “Recruitment One-Stop” initiative.
• Provided program management of several contracts providing new human resources and recruiting automated services for Federal agencies.
• Reviewed and evaluated alternative personnel systems at several DOD Laboratories.