Amy Adams - HR Business Advisor, National Oceanic and Atmospheric Administration

Feedback from Amy’s ex-colleagues

Let me see

Keep in touch with meI'm using Intch to connect with new people. Use this link to open chat with me via Intch app

Work Background

NOAA: National Oceanic & Atmospheric AdministrationHR Business Advisor

Aug. 2024Seattle, Washington, United States-Provide management consultative service of Human Resource (HR) functions to include recruitment and placement, position management and classification, pay and compensation, employee performance, benefits, and employee/labor relations issues. -Develop and implement change management process concepts and techniques such as strategic planning and workforce development. Assess staffing trends and develop succession plans and recruitment strategies. -Provide guidance and assistance and utilizing recruitment and retention flexibilities. -Provide oversight to and assistance in developing recruitment packages, job analysis, assessments, position descriptions, specialized experience, and crediting plans. -Obtain and analyze data collection strategies to identify and develop training and development, organizational structure and organizational development.

U.S. Department of Veterans AffairsHuman Resources Development Consultant

Dec. 2020 - Aug. 2024Seattle, Washington, United States•Develop and deliver HR training for Title 5 and Title 38 competencies to HR staff and Supervisors. •Serve as the HRD Consultant in providing policy guidance to agency HR staff on Staffing and Compensation and HR Development (HRD) •Plan, organize, manage, and evaluate assigned programs and initiatives delivered to VHA HR staff nationwide. •Identify and organize development training needs for VISNs and Facilities based on competency gaps. •Design and conduct organizational and occupational assessments to improve overall organizational performance and policy compliance. •Analyze effectiveness of HR training programs and make recommendations for improvement to executive leadership. •Extensive knowledge of and subject matter expert in Title 5 and Title 38 human resource laws, regulations, policies and programs, and HR operations of the Department of Veterans Affairs (DVA) •Provide ad hoc guidance to HR staff on Title 5 and Title 38 human resource laws, regulations, policies, and programs. •Establish and maintain trusted working relationships with all levels of personnel within the organization including facility management and agency senior leadership. •Research all relevant Title 5 and Title 38 laws, regulations, executive orders, and policies and practices to incorporate into nationwide training and guidance. •Receive regular outstanding reviews of my instructing capabilities from students in both the face-to-face and virtual HR-related training environments.

U.S. Department of Veterans AffairsHR Consultant

Mar. 2018 - Dec. 2020Seattle, WA•Develop and implement course training curriculum for the New Talent Development Program (NTDP) for Compensation, Staffing, and Classification (CSC) HR Specialists across the Department of Veterans Affairs (VA). •Plan, develop, and implement national learning programs supporting the VA's HR Competency Model for VHA HR practitioners, supervisors, and managers to ensure training programs are in compliance with the HR competencies related to the VA's unique personnel systems, i.e., Title 38 of the U.S. Code, and other VA-specific laws, regulations and polices. •Develop and deliver a multi-phased, competency-based, training and development program for all HR professionals across the VA. Training content is adapted utilizing effective and creative methodologies and new technology opportunities. •Develop, manage, and deliver the highly complex, VA-specific (unique VA and VHA laws, policies, and process) curriculum comprising the multi-phased, multi-track, multi-modality program representing a new comprehensive "HR School" for VA. This includes resource planning, content design, and implementation and evaluation. This program will identify, assess, enroll, train, coach, and evaluate more than 500 HR professionals/year with the purpose of improving and standardizing HR operations and consultation across VA. •Manage all phases of curriculum development, delivery, instruction, assessment, and evaluation of the CSC track which includes expert knowledge and competency in Federal, VA, and VHA laws, regulations, policies, processes, and practices in the HR functional areas of Recruitment & Placement and Compensation. •Receive regular outstanding reviews of my instructing capabilities from students in both the face-to-face and virtual HR-related training environments. •Identify organizational and/or program needs and develop and or adjust training efforts of the HR program areas to address those needs.

EIGEIG Fellowship

Jan. 2015 - Dec. 2016The Partnership for Public Service is a nonpartisan , non profit organization working to revitalize our federal government by inspiring a new generation to serve and by transforming the way government works. The Excellence in Government Fellows are mid-level federal managers learning to solve national problems by driving innovation, inspiring employees and delivering results. As part of the year-long leadership development program, Fellows experience hands-on learning with leaders in the public, private and nonprofit sectors. Graduation from the program requires mastery of the topics covered at each of the program's seven sessions. Fellows learn through a variety of methods including readings, classroom discussions, one-on-one coaching, 360 assessments, guest speakers, simulations and case studies. The session themes are based on the Executive Core Qualifications: • Values, Vision and Mission • Results • Leading People • Leading Change • Building Partnerships and Coalitions • Business Acumen • Synthesis and Celebration Besides attending sessions throughout the year, the Fellows also participate in a Results Project, in which a team of 4-8 Fellows partner with a government agency and develop a project to address and solve a real, specific problem. Since it runs the length of the program, the Results Project allows the Fellows to relate lessons learned during the sessions while also serving as a way to measure their growth .

Department of Veterans AffairsSr. HR Consultant (Agency Policy)

May. 2013 - Mar. 2018Seattle, wa•Shape Department-wide policy for the Department of Veterans Affairs, division of Veterans Benefit Administration (VBA) and division of National Cemetery Administration (NCA) •Partner with VHA training groups such as Human Resources Development (HRD) and Workforce Management Consulting (WMC) to provide nationwide training as the central office subject matter expert to varied audiences with varied degrees of skills, experience, and comprehension. •Extensive knowledge of and expert in researching federal laws (Title 5 and Title 38), OPM Guidance, and legislative and regulatory changes in Title 5 and Title 38 and develop agency-wide policy. •Develop goals and objectives integrating organizational Strategic HR objectives in support of the agencies mission. •Develop and execute agency wide compensation policies. •Develop policy and programs implementing new pay and leave legislation. •Develop content related to researched policy changes, federal regulations, OPM guidance, and legislative and regulatory changes for the agency and deliver training modules nationwide for senior level executives and HR specialists of the agency. •Partner with Office of Inspector General (OIG), Office of General Counsel (OGC), and Office of Congressional Affairs (OCA) on agency cases where subject matter expertise is required. •Provide responses and reports for congressional requests which provide clear interpretations, explanations, and justifications for the agency. •Develop, implement, and administer compensation infrastructure, policies, and programs to analyze the organization’s competitive position. •Identify trends, anomalies, and gaps in various competencies to identify and develop necessary training programs and administer applicable competency staffing and compensation training agency wide. •Work with various other federal agencies on complex issues such as the Office of Personnel Management (OPM), Department of Defense (DoD), Indian Health Services (IHS)

U.S. Department of Veterans AffairsAssistant HR Officer

Jun. 2009 - May. 2013Spokane VA Medical Center• Facilitate the succession planning process with senior leaders to focus on building and sustaining a customer service environment in support of the agency mission • Coach senior leaders to effectively manage performance and effectiveness of their teams • Advise senior leaders on people issues by helping to identify root cause and develop solutions to help meet business needs • Conduct organizational assessments with senior leaders to evaluate structure and resources, assist and facilitate organizational redesigns, assist in communication and change management process • Advise executive leadership, managers, and line supervisors on ER/LR matters • Research and draft management’s response to legal and procedural issues • Advise managers and supervisors on effective approaches to difficult employee conduct and performance issues • Identify needs and recommend solutions regarding talent acquisition for high impact positions/initiatives and associate and leader development programs • Develop and provide all required HR training programs and deliver to facility staff including senior management, department heads and clinical staff • Track success of training programs through performance metrics • Provide technical guidance and consultation regarding staffing and placement/pay setting/ handbook, etc. to other HR Specialists, other VISN facilities and facility management regarding all pay systems (title 38, Hybrid, GS, etc.) • On-Station Subject matter expert for changes and implementation of new HR staffing procedure/handbook changes • Lead other HR Specialists in the development and changes to existing numbered memorandums, SOPs, and training guides • Conduct statistical analyses of data to identify trends and make necessary recommendations to leadership based on the results • Develop, implement and administer compensation infrastructure, policies and programs including surveys to analyze the organization’s competitive position

Itron, Inc.HRIS Business Analyst

Jun. 2006 - Jun. 2009Liberty Lake, Washington, United States•Partner with Global Talent Management to identify, communicate and deliver training solutions to develop HRIS skillsets (worldwide). •Developed corporate training programs and performed “Train the Trainer” courses (worldwide). •Manage multiple and simultaneous projects dealing with the administration of the HRIS application (worldwide). •Monitor and analyze reports on data trends that may have a strategic impact on existing or future projects / processes. •Implement and manage Talent Management Systems (TMS) for the corporation. •Provide executive summaries of dashboard analytics for HR and senior leadership. •Partner with IT to ensure delivery of the best technical solutions. •Establish product, business rules and processes that ensure data integrity and systems compliance with company IT standards, policies, and processes. •Investigate programs to process data and solve human resources problems by use of computer applications. •Coordinate and manage system upgrades and HRIS security. •Serve as a Job Knowledge Expert for HRIS inquiries (worldwide). •Recommend process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy.

Source Interlink MediaSr HR Generalist

Oct. 2003 - May. 2006Anaheim, CA• Provide guidance and recommendations to management regarding state employment laws and policies • Assisted with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company • Coordinate and track annual performance and merit review distribution to all senior executives • Work with corporate in development of severance and release agreements • Subject matter expert in FMLA/California employment law, worker’s compensation, and employee benefits • Administer COBRA program • Provide benefit, payroll and policy interpretation and counsel to employees and managers • Identify, research and resolve complex benefit problems involving contact with benefits and payroll departments, insurance companies, employee family members, collection agencies, hospitals and doctor’s offices • Conduct reference checks and searches on job boards and internal resume databases to identify viable candidates for staffing managers • Interview assess and present quality candidates to hiring managers • Manage candidate tracking database for EEO requirements • Assists with the monitoring of the company wage and salary structure and the variable pay systems within the company including bonuses and raises

StaplesOperations Manager

Nov. 1999 - Oct. 2003• Accountable for total store operations, customer service and merchandising activities. Establish and maintain an environment that supports and strengthens Staples brand • Accountable for flawless execution of all operational responsibilities, including, but not limited to, In Stock For the Customer (IS4TC), Planogram integrity, and Inventory Mgmt. Drive profitable sales and margin • Perform monthly OSHA audits and meetings • Perform all recruiting, interviewing, selecting, orienting, training, coaching, developing, counseling, performance evaluation and termination functions • Create and maintain employee files • Communicate and enforce policies and procedures • Process all benefits and paid time off • Prepare and manage weekly schedules • Evaluate and resolve employee issues (45 employees reporting)

Feedback from Amy’s ex-colleagues

Requests