Joan Wilson - Resume2014

JOAN WILSON, MBA, MSC
1213 Bohac Lane  Accokeek, MD 20607
301-404-4092  bjoanwilson@gmail.com
www.linkedin.com/in/joanbwilson
SENIOR HUMAN RESOURCES PROFESSIONAL
Employee Engagement  Strategic Recruitment  Performance Management
Highly educated, dynamic Human Resources Business Partner with more than 15 years of experience creating a centralized
human resources department and realigning policies/procedures to improve overall corporate performance. Possess a broad knowledge of
both union and non-union environments, Fortune 500 companies and Federal agencies. Ability to develop innovative HR initiatives that
streamline processes and capitalize on organizational growth opportunities. A creative thinker, problem solver, and decision maker
proven to effectively balance the needs of employees with the mission of the organization. Exceptional skills in both Human Resources and
Talent Acquisition with the ability to streamline both recruiting and employee relations operations to maximize productivity.
Strong communicator with the ability to champion ideas across numerous levels, maximizing employee satisfaction.
S E L E C T E D H I G H L I G H T S
 Promoted to build a human resources infrastructure, supporting more than 2,000 employees globally.
 Managed due diligence and integration of a 200 personnel incumbent capture workforce project.
 Developed key processes to minimize on-boarding errors, resulting in 98% error-free transactional workflow.
 Implemented a new employee database to merge all records creating a streamlined and all inclusive source of information; database
proved a less than a 2% error rate with on-boarding activities.
 Implemented a corporate wide electronic performance management and EDC system.
 Developed statistical reporting metrics on compensation, recruiting and turn-over.
 Created and designed training programs for employee engagement.
 Created an automated salary administration tool utilized by 6 business units to streamline processes.
CORE COMPETENCIES
 Organizational Design  Training and Development  Program Management
 Staffing Issues & Plans  Compensation and Payroll  Downsizing and Restructuring
 Classification Support  Policy and Producers  Administrative Support
 Strategic Planning  Project Management  Mediation and Problem Solving
PROFESSIONAL EXPERIENCE
American Geophysical Union  Washington, DC  2014
Human Resources Professional
 Collaborate with HR director to support the recruitment, performance review, budget, compensation programs, policies, and procedures
 Compile data for the submission of AAP 2013 and 2014 annualized report
 Successfully recruited, interviewed and hired 10 of 12 open positions in 45 days.
 Manage the recruiting, job description creation, screening, and hiring of new permanent and temp candidates
 Provide compensation and market analysis, salary adjustment and recommendations to employees.
 Developed new hiring practices, HR orientations, and centralized all HR issues/matters.
 Strong experience and expertise in federal labor laws in the areas of wages, discipline, discrimination; union and non-union labor and
employee relations, harassment issues, workplace violence and other key HR issues
 Excellent communication skills proven by the ability to lead and interact with people from diverse backgrounds, and ensure that business
practices thrive in every department
Beretta  Accokeek, MD  2013
Human Resources Recruiter/Generalist
 Established and maintained on-going client relationship with external sources and managers.
 Created and designed training programs for employee engagement.
 Developed statistical reporting metrics on compensation, recruiting and turn-over.
 Worked alongside the HR Director to perform compensation evaluations, internal and market analysis.
 Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.
 Saved over 75% of recruiting costs by creative, strategic in-house efforts
 Worked with HR Manager to structure and implemented programs and policies in the areas of training, compensation structures, benefits
packages, incentives and new-employee orientation.
 Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the
driving force behind branch’s employee-retention rate of 92% within an industry where high turnover is the norm.
SAIC  McLean, VA  2003 - 2012
Human Resources Operations Manager (2006-2012)
 Promoted to build a human resources infrastructure, supporting more than 2,000 employees globally
 Created a compensation tool with embedded macros for budget and annual performance review calculations that was adapted by
Corporate HR and used company-wide.

 Developed and designed fundamental concepts, programs and processes that drive business results through
 Managed overall HR organizational global projects and hiring initiatives in the areas of process improvement and increased efficiency
 Create training and development governance processes to foster key business relations and improve business acumen
 Used effective leadership and change management to manage a staff of 8 direct reports across 3 locations
 Served as key business improvement advisor alongside senior management to develop employee enrichment programs and training
sessions that enhanced productivity, including career path planning, succession, workforce planning, change management and
organizational design
 Provided a consultative approach to the business groups on all employee relations activities, offering expertise and advice on
identification and resolution of employee issues
 Managed the full scope of HR initiatives including on boarding, facilitating new hire orientation, compensation, recruiting, employee
relations, benefits, workers compensation, professional development and career planning, new hire orientation, and employment lifecycle
Compensation and Benefits Analyst (2005 – 2006)
 Selected by management to earn corporate specific training certification and utilized knowledge to train new hires and develop existing
employees knowledge of the annual performance management process
 Collaborated with management to support the compensation programs, policies, and procedures
 Performed evaluations, internal and market salary analysis and extensive research to generate annual reports used by management to
determine future initiatives
 Successfully managed the annual compensation and performance review process for all levels of employees
 Promoted career succession by developing job descriptions and job tiers to allow employees to see what would be required to move to
the next level of position
Employment Staffing Representative (2003-2005)
 Managed the recruiting, screening and hiring of new candidates for both permanent and temporary roles.
 Assessed employer and employee needs to facilitate successful matches
Established and maintained ongoing client relationships, conducted recruitment efforts, monitored quality of temporary staff on
assignments, employee relations counseling, and exit interviewing.
 Developed low-cost recruiting techniques to save thousands annually and fill very hard to find positions: achieved a 100% retention rate
over a 2 year time period
 Screened, interviewed and negotiated offers with potential employees: able to source independently and find outstanding candidates for
each open position
 Partnered with company managers in numerous departments to develop ways to improve client satisfaction and customer service which
resulted in an increase of re-signing contracts/retention by over 45%
 Coached and strategized with delivery recruiters to determine the best available sourcing strategies, challenges and created solutions to
ensure a constant candidate pool
 Utilized Social Media to search and source professional and social networking sites
 Conducted advanced internet searches and remained connected on networking sites to identify top talent and source passive candidates
 Coached and mentored offshore sourcing team members regarding sourcing strategies, utilization of search strings and ideas to identify
and communicate with potential candidates.
 Identified viable candidates to fill open demand and conducted in-depth prescreens before presenting the top tier to hiring authorities
 Utilized various channels of candidate sourcing through job boards, referrals, and direct recruitment methods
EDUCATION
University of Maryland, University College, Adelphi, MD: 2011
Master of Business Administrations - Business
Master of Science - Technology Management
Bachelor of Science - Personnel, Labor and Relations
University of the District of Columbia, Washington, DC: 1994
Associates in Applied Science - Management Technology
ADDITIONAL CREDENTIALS
References: Available Upon Request
  
TECHNICAL SKILLS
ACHIEVEMENTS
UltiPro; JDE; Talep; Resumix; PeopleSoft; Microsoft Office Suite- Word, Excel, PowerPoint, Outlook; Front Page;
HTML; Photoshop; PageMaker; Video Scribe; Harvard Graphics; Quattro Pro; WordPerfect; Recruitmax; COGNOS
SAIC – Certified Employee Owner Certification; Personal & Product Development Coach (2011 - present); Amazon
Best-Selling Published Author; Speaker; Trainer
VOLUNTEERISM American Kidney Fund (AKF) Advocate

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