Deborah L.

The most filled requisitions GDIT wide in FY 2023 at 370 positions 2023 GDIT Digital Accelerator Ambassador 2024 GDIT Digital Accelerator Partner

• Work closely with the President & CEO to develop and accomplish goals and strategic plans established by executives of the Company. • Responsible for handling the recruiting for the company, hiring for various skill sets. . • Collaborate with the management team to develop and implement plans for the operational infrastructure of systems, processes, and personnel designed to accommodate the rapid growth objectives of the organization. • Responsible for the measurement and effectiveness of all processes internal and external • Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, interviewing, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues. • Establish and maintain appropriate systems for measuring necessary aspect of HR development. • Monitor measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales. • Manage and control departmental expenditure within agreed budgets. • Liaise with other functional/departmental managers to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, and purposes. • Benefits Administration and Payroll. • Researched and on boarded Applicant Tracking System to expedite hiring process. • Ensured compliance with ACA, FMLA and Worker’s Comp requirements.

Recruiter - March 2018-March 2020 •Responsible for recruiting and selecting qualified staff. • Screen resumes, phone screen and schedule interview with candidates. • Interview candidates for various positions. • Administer Drug Screens. • Conduct local and national background checks. • Complete all new hire paperwork to include I-9, and E-Verify. •Market temporary placement services to potential clients. • Conduct orientations for new hires.

Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Co-chaired annual flex-enrollment meetings, resolved conflicts between employees and insurance carriers, coordinated health fairs to promote employee wellness and performed exit interviews. Key Results: • Trained 5-member management team on interviewing techniques and best practices, conducting workshops and coaching sessions that contributed to sound hiring decisions. • Co-developed company’s first standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes. • Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity. • Reworked new-hire orientation program to include HR information and company resources. • Saved company thousands of dollars every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours from 200+ to less than 15 per month.

• Work closely with the President & CEO to develop and accomplish goals and strategic plans established by executives of the Company. • Spearhead the development, communication and implementation of effective growth strategies and processes. • Collaborate with the management team to develop and implement plans for the operational infrastructure of systems, processes, and personnel designed to accommodate the rapid growth objectives of the organization. • Responsible for the measurement and effectiveness of all processes internal and external • Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, interviewing, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, morale and motivation, culture and attitudinal development, performance appraisals and quality management issues. • Establish and maintain appropriate systems for measuring necessary aspect of HR development. • Monitor measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales. • Manage and control departmental expenditure within agreed budgets. • Liaise with other functional/departmental managers so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, and purposes. • Benefits Administration and Payroll. • Researched and on boarded Applicant Tracking System to expedite hiring process. • Ensured compliance with ACA, FMLA and Worker’s Comp requirements.