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USCISLabor and Employee Relations Specialist
Oct. 2023Advises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Resolves disputes and interprets facts, events, and/or identifies aggravating or mitigating factors relevant to disciplinary cases. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. Develops or assists in developing written policy and guidelines for use by local management. Conducts studies to develop management interests and respond to union interests at the bargaining table. represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal Services Impasses Panel. serves as spokesperson of a management negotiating committee involved in contract, midterm, or appropriate arrangement negotiations. Serves as principal point of contact on labor-management matters of overall concern to established bargaining units at the local level. Among these are grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, and preparation and conduct of contract bargaining.
National Science Foundation (NSF)Lead Human Resources Specialist (Employee Relations/Labor Relations)
Oct. 2021 - Oct. 2023Alexandria, Virginia, United States-Serves as the leader of a team to Workforce Relations Branch staff providing technical authority advisory services on employee relations and labor relations (LER) including performance management and recognition program. -Coaches team members in problem solving methods and techniques; advises the team of NSF's strategic plan and mission and integrates into their work plans. -Serves as a consultant to agency management and advise on integrating LER program with other high profile and critical agency programs. -Serves on interagency committees and working groups to formulate and implement new management practices that facilitate improved working relationship with union officials within and outside NSF. -Provides authoritative interpretation of laws, regulations, policies, and procedures that govern ER/LR and develop broad policies or other LER guidance for the NSF. -Maintains day-to-day contact on an informal or planned basis with operating officials, supervisors, and employees to acquaint them with basic personnel management concepts, principles, etc.
Maintains continuing liaison with labor organization representatives and officials on problems or questions by the bargaining unit. Convenes meetings with representatives, operating officials, or employees to find LER solutions. -Provides technical authority management advisory services to NSF operating officials on LER issues that focus on conduct, discipline, and labor. -Serves as a technical authority or management representative in cases with potential impact on the agency labor relations program. -Negotiates applicable contracts and issues requiring Impact and Implementation bargaining. -Participates in negotiations with employee organizations seeking recognition by NSF management and in third-part proceedings involving the NSF (e.g., Federal Impasse Services Panel [FSIP], Federal Labor Relations Authority [FLRA], and Office of Personnel Management [OPM]).
NASA Goddard Space Flight CenterHuman Resources Specialist (Labor/Management-Employee Relations)
Oct. 2020 - Oct. 2021Greenbelt, Maryland, United StatesAdvises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Resolves disputes and interprets facts, events, and/or identifies aggravating or mitigating factors relevant to disciplinary cases. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. Develops or assists in developing written policy and guidelines for use by local management. Conducts studies to develop management interests and respond to union interests at the bargaining table. represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal Services Impasses Panel. serves as spokesperson of a management negotiating committee involved in contract, midterm, or appropriate arrangement negotiations. Serves as principal point of contact on labor-management matters of overall concern to established bargaining units at the local level. Among these are grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, and preparation and conduct of contract bargaining.
US Army Corps of EngineersLead Human Resources Specialist (LMER)
Aug. 2019 - Sep. 2020Washington D.C. Metro AreaActs as representative for labor relations in meetings with management, Civilian Personnel Advisory Centers, EEO, employees and union officials and their representatives. Provides staff level advisory services to the command on specific and command-wide issues that impact Labor Relations (LR) and MER programs. Provides instructions on laws, regulations, policies, and develops guidance on appropriate course of action to high-level managers and action officers. Determines areas of procedural and regulatory deficiencies and provides recommendations to correct or improve personnel practices.
Advises on applicable disciplinary measures, including preparing all counseling, proposal, and decision letters for the Organization. Represents the Organization on labor relations, such as arbitration cases, unfair labor practices and bargaining unit determinations before the Federal Labor Relations Authority.
Acts in the absence of the supervisor, articulates program issues under review, deadlines and time frames for completion for the Organization.
US Army Corps of EngineersChief, Labor/Management Employee Relations (LMER)
Nov. 2018 - Aug. 2019Washington D.C. Metro AreaServes as supervisor of the Labor/Management Employee Relations (LMER) function, with responsibility for planning, developing, and administering the civilian labor-management and employee relations program for all organizational elements of the Headquarters USACE. Oversees advice and assistance provided by staff on labor and management-employee relations. This includes discipline, adverse actions, grievances, performance management, recognition, employee counseling, and related employee-relations matters. As Chief of the LMER organizational function, carries out the full range of first-line supervisory duties. Plans the work to be accomplished by subordinates, sets priorities, and establishes schedules for work completion. Assigns work based on priorities, requirements of assignments and capabilities of employees. Insures timely performance of work and that quality standards are met. Reviews work completed by subordinates, accepting, amending or rejecting work as appropriate. Makes changes in work assignments, workflow, and balance workload among positions to increase effectiveness of operations supervised. Establishes performance standards and evaluates employee performance. Interviews candidates for vacant positions and makes selections; recommends promotions or reassignments, assuring full compliance with DA Equal Employment Opportunity (EEO) policies and regulations. Hears and resolves employee complaints, referring group grievances or more serious complaints to supervisor. Effects minor disciplinary measures such as warnings and reprimands, recommending action in more serious cases. Identifies training and developmental needs of employees, providing or making provisions for training, as required.
Walter Reed National Military Medical CenterSupervisory Human Resources Specialist (Labor/Management-Employee Relations)
Nov. 2017 - Nov. 2018Bethesda, MDServes as supervisor of the Labor/Management Employee Relations (LMER) function, with responsibility for planning, developing, and administering the civilian labor-management and employee relations program for all organizational elements of the Joint Task Force (CapMed). Oversees advice and assistance provided by staff on labor and management-employee relations. This includes discipline, adverse actions, grievances, performance management, recognition, employee counseling, and related employee-relations matters. As Chief of the LMER organizational function, carries out the full range of first-line supervisory duties. Plans the work to be accomplished by subordinates, sets priorities, and establishes schedules for work completion. Assigns work based on priorities, requirements of assignments and capabilities of employees. Insures timely performance of work and that quality standards are met. Reviews work completed by subordinates, accepting, amending or rejecting work as appropriate. Makes changes in work assignments, workflow, and balance workload among positions to increase effectiveness of operations supervised. Establishes performance standards and evaluates employee performance. Interviews candidates for vacant positions and makes selections; recommends promotions or reassignments, assuring full compliance with DA Equal Employment Opportunity (EEO) policies and regulations. Hears and resolves employee complaints, referring group grievances or more serious complaints to supervisor. Effects minor disciplinary measures such as warnings and reprimands, recommending action in more serious cases. Identifies training and developmental needs of employees, providing or making provisions for training, as required.
Walter Reed National Military Medical CenterHuman Resources Specialist (Labor/Management-Employee Relations)
Sep. 2015 - Nov. 2017Bethesda, MDAdvises managers about appropriate disciplinary or other corrective techniques responsive to a range of conduct and performance problems. Resolves disputes and interprets facts, events, and/or identifies aggravating or mitigating factors relevant to disciplinary cases. Conducts extensive probing and analysis to identify obscure or underlying causes of misconduct or poor performance. Develops or assists in developing written policy and guidelines for use by local management. Conducts studies to develop management interests and respond to union interests at the bargaining table. represents management in unfair labor practice and representation hearings before the Federal Labor Relations Authority and in impasse proceedings before the Federal Services Impasses Panel. serves as spokesperson of a management negotiating committee involved in contract, midterm, or appropriate arrangement negotiations. Serves as principal point of contact on labor-management matters of overall concern to established bargaining units at the local level. Among these are grievances, unfair labor practice charges, information sharing, contract interpretation, labor relations training, and preparation and conduct of contract bargaining.
Walter Reed National Military Medical CenterHuman Resources Specialist (Staffing/Classification)
Aug. 2014 - Sep. 2015Bethesda, MDServes as a Human Resources Specialist (Classification/Recruitment and Placement) servicing the Defense Health Agency National Capital Region Medical Directorate (NCR-MD). Supporting the unique mission of servicing the Walter Reed National Military Medical Center (WRNMMC), in Bethesda, MD, and Fort Belvoir Community Hospital (FBCH), Fort Belvoir, VA. Provides advisory services to managers including recruitment, staffing requirements, workforce planning, resources, classification, position management and Title 5 and 38. Presents information to various audiences; such as briefings, Town Hall meetings, and face to face training to supervisors and DOD civilian employees. Possesses a thorough knowledge of DOD and Army regulations and policies, in order to provide guidance to managers and employees. Utilizes an expert level of knowledge and skill in applying the full range of HR methods, and proficient with HR-related automated tools.
Defense Logistics AgencyHuman Resources Specialist
Oct. 2010 - Aug. 2014Columbus, Ohio Area-Served as an HR specialist performing operational support activities related to internal and external recruitment; facilitated placement programs to include priority placement program assisting veterans and displaced federal employees in search of employment; developed training protocol to educate internal HR Specialists on personnel functions to develop and maintain HR skills.
U.S. Army Civilian Human Resources AgencyHuman Resources Specialist
Jul. 2008 - Oct. 2010Ft Knox, KYIntegrated recruitment efforts and conducted simultaneous searches for candidates; extensive experience with numerous federal automated systems; conducted Federal Hiring Symposiums; participated in Base Realignment and Closure (BRAC) activities throughout Ft Knox; conducted recruiting outreach efforts at job fairs and educational institutions; assisted in the recruitment process necessary to stand up the Human Resources Command (HRC) at Ft Knox.
US ArmyAutomated Supply Specialist
Jun. 2001 - Oct. 2008Fort Knox, KYActed as a liaison between warehouse staff and stock control; established and maintained stock records and other documents such as inventory, material control, accounting and supply reports; promoted and developed recommended methods and techniques for supply management support. Non-Commissioned Officer In Charge (NCOIC) of the National Maintenance Program.
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