Rebecca Heberlein
Spotsylvania
Summary
Proactive and results-oriented professional with a strong background in human resources management. Demonstrated expertise in driving organizational success through strategic HR initiatives. Skilled in employee relations, talent acquisition, and performance management. Adept at developing and implementing HR policies and procedures to optimize workforce productivity and engagement.
Overview
32
32
years of professional experience
Work History
Human Resources Specialist, NH-0201-03
Strategic Systems Programs (SSP)
10.2007 - Current
- Senior HR Specialist in the Human Resources Office (HRO) of the Strategic Systems Programs (SSP) providing a full range of HR management support
- Advise management in identifying, attracting, and retaining a high-quality and diverse workforce that is capable of accomplishing the organization’s mission
- Provide direct support to managers and supervisors in SSP to recruit, examine, select and place employees; perform job analysis; workforce planning and analysis; advise management in identifying, attracting, and retaining a high-quality and diverse workforce
- Advise customers on civilian personnel staffing and classification activities, including recruiting, examining and placing employees; perform job and qualifications analysis
- Provide technical guidance and training for lower level HR Specialists
- Ensure managers adhere to Merit System Principles and do not commit Prohibited Personnel Practices
- Provide advisory services to management on staffing actions to include placements, merit promotions, and recruitment from internal and external sources
- Advise hiring managers on various Direct Hire Authorities, and various Areas of Consideration that are available
- Provide expert advice to employees and applicants inquiring as to eligibility for vacant positions, veteran’s preference, and application procedures
- Attend meetings and conferences as a representative of SSP HRO
- Coordinate and attend recruitment fairs
- Provide training to hiring managers on the recruitment process and hiring flexibilities
- Set up organizations within SSP by establishing UICs, Pay Codes, Org Codes and Table30’s
- Provide excellent customer service by providing expert clear and concise advice and guidance
- Research topics thoroughly and consider all relevant factors to the situation
- Maintain an open and welcoming line of communication with teammates and customers
- Advise on routine and complex issues with expertise
- Foresee issues and advise in advance preventing repercussions
- Work with customers to resolve issues in the most effective manner possible
- Provide position classification consistent with HRO procedures
- Apply classification standards and supplemental guidance, perform position evaluations, establish and maintain a position classification program to determine appropriate pay level, occupational grouping and title, provide advice on position and organization design
- Analyze and interpret existing higher level laws and SSP HRO regulations, policies and guidance involving compensation administration (e.g Pay, pay setting, leave administration)
- Advise management on the use of compensation flexibilities to help recruit, manage, and retain employees consistent with OPM and SSP HRO policy and guidance. These include recruitment, relocation, retention and, credit towards leave accrual incentives and, Permanent Change of Station (PCS) entitlements
- Expertly complete the entire hiring process for new employees. This process includes: establish positions by working with hiring managers to write and classify the Position Requirement Document (PRD) with the appropriate series and level; initiate the recruitment, Direct Hire or reassignments in the Defense Civilian Personnel Data System (DCPDS); utilize Onboard Manager (OM) in USA Staffing to create new employee records and assign documents; send tentative offers; clear security; request drug testing, negotiate salary; coordinate start dates for new hires; and, assist with in-processing of selected candidates
- Have expert knowledge in GS and Acquisition Demo Pay Systems
- Work with HRO Labor Management and Employee Relations Section (LMER) with execution of management and employee relations
- Refer all requests to LMER to resolve ER, LR, FECA, Drug Free Workplace, Telework, and work/life issues
- Utilize DCPDS for inputting and processing Requests for Personnel Actions (RPAs) and coordinate the final processing of personnel actions with the Office of Civilian Human Resources-Silverdale (OCHR-SIL)
- Review and resolve discrepancies and advise on all Requests for Personnel Actions (RPAs) from command liaisons in the field activities to the HRO for execution
- Ensure clarity and accuracy of the requests
- Use HRLink and Total Workforce Management Services (TWMS) to perform data analysis, answer data calls, monitor employee updates, and handle a variety of HRO data/information requests
- Serve as HRO Point of Contact for all HQ Inspector General (IG) requests for information
- Collect data for employee complaints to provide to the EEO office and the SSP legal office
- Utilize Navy Enterprise Resource Planning (ERP) to input time and attendance and requests for leave
- Perform duties as Acting Supervisor when Supervisor is absent
- Conduct New Employee Orientation
- Received numerous awards for outstanding job performance
Senior Human Resources Analyst
The Columbia Group
05.2007 - 10.2007
- Served as Senior Human Resources Analyst providing support and assistance to the government Human Resources Officer and Organization and Management Policy Specialist on the full range of HR management staff services for the Strategic Systems Programs
- Major duties and responsibilities included: processing recruitment actions, utilizing the Civilian Hiring and Recruitment Tool (CHART); providing guidance in HR areas such as employee benefits; processing employee actions in the Defense Civilian Personnel Data System (DCPDS); in-processing new employees, inputting personnel information into DCPDS; ensuring that employee’s time and attendance and work schedule are properly put in the Standard Labor Data Collection and Distribution Application (SLDCADA) and that time and attendance was certified; making time and attendance corrections in the DCPS payroll system; serving as liaison between HRSC and HRO
- Supervisor: Mr. Larry Jones, (202)546-1453 x284
- Managed benefits administration, ensuring accurate and timely delivery of services to employees.
- Optimized workforce planning by accurately forecasting staffing needs based on attrition and turnover.
- Developed succession planning strategies, ensuring smooth leadership transitions in key positions.
- Assessed staffing requirements across various departments, successfully filling critical roles in a timely manner.
- Coordinated orientation sessions for new hires which promoted faster integration into the Federal Government.
- Conducted thorough job analyses to establish accurate grade structures of positions.
- Ensured compliance with labor laws and regulations through diligent monitoring and policy updates.
- Provided guidance on complex HR topics, serving as a trusted advisor to senior leadership and team members.
- Evaluated the effectiveness of HR policies, recommending improvements when necessary to maintain alignment with command goals.
- Provided excellent HR support during reorganizations and establishment of new divisions throughout the command.
- Developed comprehensive employee onboarding program, increasing retention rates.
- Reduced employee relations issues through proactive communication and conflict resolution efforts.
- Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes, and talent management.
- Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
- Helped solve diverse program problems with in-depth analysis.
- Recommended process improvements to continually identify, analyze, and fix challenges.
- Implemented quality control initiatives to reduce downtime and increase revenue.
- Performed budget management to track recruitment incentives and remain within budget.
- Assisted with writing job postings and job descriptions.
- Pre-screened resumes prior to sending to hiring managers for consideration.
- Developed and implemented onboarding and orientation programs for new employees.
- Collaborated with managers to identify and address employee relations issues.
- Partnered with hiring managers to ascertain hiring needs and provide recommendations.
- Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
- Advocated for staff members, helping to identify and resolve conflicts.
- Improved office efficiency by effectively managing internal communications and correspondence.
- Created and delivered HR training sessions to staff, managers and executives.
- Administered employee benefits programs and assisted with open enrollment.
- Developed and monitored employee recognition programs.
Senior Program Specialist
Oak Ridge Associated Universities
01.2006 - 05.2007
- Performed administrative support associated with Terrorist Explosive Device Analytical Center (TEDAC) operations
- Assisted in budget management, quantitative and qualitative analysis, tracking and administration
- Prepared financial quarterly reports
- Utilized the company corporate credit card, tracked expenditures and prepared monthly reconciliation reports
- Gathered information and prepared special and detailed reports in the areas of contract performance, budget execution and product delivery
- Provided program administration of Information Systems (IS), including classified and unclassified computer systems
- Assisted the TEDAC Program Manager with entering improvised explosive device information into laboratory data base, filed evidence documents, ordered and distributed supplies for overseas shipment and uploaded file information in to the TEDAC database
Program Analyst, GS-0343-12
Naval Sea Systems Command
07.2002 - 12.2005
- Responsibilities included planning RDT&E and procurement funds execution; monitoring project execution by contractors and Government field activities; reporting project status and progress to project officers and the program manager; preparing POM and Budget Estimate Submission (BES) exhibits; and assisting with other resource planning matters (personnel and facilities)
- Gained knowledge of planning, budgeting and execution of funding resources
- Developed various BES procurement and RDT&E exhibits for the Defense Reduction Threat Agency’s Counter proliferation program executed by NAVSEA for USSOCOM
- Conducted daily reconciliation of STARS and MOCAS obligation and expenditures
- Monitored and corrected NULOs within five days of posting
- Exected funds to achieve USSOCOM’s obligation target rates
- Coordinated with supporting field activities to reduce fiscal year carry-over balances consistent with headquarters financial policies
- Established key contact with comptroller personnel to facilitate rapid execution and processing of funding documents to meet emergent and timely requirements
Administrative Officer, GS-0343-12
Naval Sea Systems Command
09.1996 - 07.2002
- Administrative Officer at the Naval Sea Systems Command (NAVSEA)
- Provided HR support to TEAM CX, a directorate that consisted of the Surface Ship Directorate (SEA91), and two Program Executive Offices (PEOs), PEO Expeditionary Warfare (PEO EXW) and PEO Aircraft Carriers (PEO Carriers), consisting of a technical workforce of approximately six hundred civilian and military personnel
- Over eleven years of government experience, gained extensive knowledge of federal staffing and classification concepts, relations, and procedures
- Responsible and accountable for all staffing functions within TEAM CX
- Carried out delegated examining and merit staffing functions to fill vacancies
- Responsible for writing all of the vacancy announcements for the directorate, prepared personnel actions (SF52’s), received rating packages of applicants, advised managers of the rating and ranking process
- Ensured that the rating scores were in accordance with Office of Personnel (OPM) guidelines prior to submittal to the Human Resources Capital Center (HRSC), Nebraska Avenue for action
- Provided authoritative advice that was used as the basis for managerial decision-making
- Briefed the Personnel Management Selection Board (PMSB), consisting of three members of the Senior Executive Service (SES), on a monthly basis with respect to current workforce and any manpower issues
- Assisted the Personnel Management Board (PMB) with making decisions about hiring personnel and how many they could hire so as not to exceed personnel target numbers
- Wrote the Charter that established the PMB that approved the filing of vacancies in the Directorate
- Maintained thorough working knowledge of the NAVSEA Acquisition Demonstration Project, an employee contribution based appraisal project that sets employee salary and bonus award distribution
- Wrote and classified Position Requirement Documents (PRDs) which required extensive knowledge and understanding of Federal Classification Concepts and the Federal Register
- Provided expert advice to managers in all aspects of employee relations, from disciplinary situations to employee benefits
- Exercised independent judgement, resourcefulness and ingenuity to help managers solve complex, non-routine HR and employee/labor relations issues
- Utilized the Workforce Management System (WAMO) that was used throughout NAVSEA to track personnel information
- Added/deleted employees using WAMO and tracked the Directorate’s on-board numbers
- Prepared numerous reports using WAMO such as staffing plans and retirement reports
- Utilized the Personnel Process Improvement (PPI) program to generate personnel actions such as reassignments, realignments, awards and retirements
- Tracked and monitored awards funds that were allocated throughout TEAM CX
- Reported the status of funds to individual offices on a monthly basis
- Supervised two government employees and two contractors, monitored their project execution and reported project status and progress to managers and program managers within TEAM CX
Staff Assistant, GS-0303-08
Naval Sea Systems Command
01.1993 - 09.1996
- Staff Assistant in the Support Ships and Craft Program Office (SP325), located in the NAVSEA, SEA91
- Executed administrative support activities in conjunction with ongoing personnel, resource management and manning operations within the division
- Generated comprehensive reports, analyses and summaries documenting the status of operations, programs and issues
- Applied hands-on experience with various computer systems and peripherals, including the Workforce Management System (WAMO) and the Personnel Improvement system
- Represented the Administrative Officer in various special programs, including administrative task forces and committees
- Contributed as a team member in providing responsive customer service
- Detailed to the Corporate Operations Office (SP91CO) on 09/95, and directly supported the SEA91CO Administrative Officer, implemented a full range of support associated with Human Resources
Education
Associates Degree - Business Administration
Strayer University
Skills
- Analytical and critical thinking
- Documentation and recordkeeping
- Human resources support
- Customer relations
- HR policies and procedures
- Complex Problem-solving
- Project management
- Presentation preparation
- Team building
- HR policy/procedure development
Timeline
Human Resources Specialist, NH-0201-03
Strategic Systems Programs (SSP)
10.2007 - Current
Senior Human Resources Analyst
The Columbia Group
05.2007 - 10.2007
Senior Program Specialist
Oak Ridge Associated Universities
01.2006 - 05.2007
Program Analyst, GS-0343-12
Naval Sea Systems Command
07.2002 - 12.2005
Administrative Officer, GS-0343-12
Naval Sea Systems Command
09.1996 - 07.2002
Staff Assistant, GS-0303-08
Naval Sea Systems Command
01.1993 - 09.1996
Associates Degree - Business Administration
Strayer University
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