Meghan Stenzel-Owens

Served over 96k employees as the Awards and Performance Management Policy Portfolio Profram Manager. Developed, coordinated, and issued approved department level HR requirements, procedures, plans, and policies. Served as liaison between Treasury and OPM. Provided advice, consultative service, and guidance to 7 bureaus, the Departmental Offices, and 4 Inspectors General on principles, techniques, acceptable personnel practices, as well as statutory, regulatory, and procedural requirements. Reviewed and analyzed results of congressional committees, legislation, regulatory changes, and case decisions to determine their impact on the Treasury.

Supervised a small team and serve over 1,800 law enforcement and non-law enforcement employees as Branch Chief for the Pay, Performance, and Programs Branch of Air and Marine Operations (AMO), Human Capital Division. Provided advice, consultative service, and guidance to all supervisory levels throughout AMO on HR principles, techniques, acceptable personnel practices, as well as statutory, regulatory, and procedural requirements from agencies/organizations in areas such as HR policy, incentives, award recognition, overtime pay, EEO, performance management, retirement and benefits, and labor and employee relations. Regularly prepared and presented memos, briefings, and presentations to executive leadership. Input, modified, and reviewed personnel data HRIS such as USDA and HRBE-PM. Developed, coordinated, and issued approved HR requirements, procedures, plans, and policies. Reviewed and analyzed results of congressional committees, legislation, regulatory changes, case decisions, and DHS/CBP/OPM directives to determine their impact on AMO. Regularly led information sessions for various audiences, to include executive leadership and bargaining unit employees, to ensure compliance with HR requirements.

Served over 60k law enforcement and non-law enforcement employees as an HRM policy and data analytics subject matter expert. Directed and oversaw the development of policies, processes, and systems for management and delivery of HR services in assigned HR functional areas. Performed both quantitative and qualitative analyses for identifying CBP workforce trends, actual or potential problem areas, significant program accomplishments, deficiency situations, areas of imbalance, or other significant factors. Provided technical advice and leadership in developing, implementing, and evaluating national programs in HR key support processes. Led special surveys, evaluations, and technical studies for senior management. Developed a variety of written and statistical material and HR communications directed to CBP leadership and to outside agencies including DHS, OPM, and Congress. Represented HRM in areas of subject matter expertise, or as assigned in working groups, task forces, or other venues within and outside HRM. Developed and presented briefings, explained and defended complex issues, and the position of HRM.

Served over 60k law enforcement and non-law enforcement employees as an HRM policy and data analytics subject matter expert. Directed and oversaw the development of policies, processes, and systems for management and delivery of HR services in assigned HRM functional areas. Performed both quantitative and qualitative analyses for identifying CBP workforce trends, actual or potential problem areas, significant program accomplishments, deficiency situations, areas of imbalance, or other significant factors. Provided technical advice and leadership in developing, implementing, and evaluating national programs in HRM key support processes. Led special surveys, evaluations, and technical studies for senior management. Developed a variety of written and statistical material and HRM communications directed to CBP leadership and to outside agencies including DHS and OPM. Represented HRM in areas of subject matter expertise, or as assigned in working groups, task forces, or other venues within and outside HRM. Developed and presented briefings, explained and defended complex issues, and the position of HRM.

Served over 200k individuals across the federal government by establishing rates of pay for the Federal Wage System (FWS) – Appropriated Fund, Educator, and Special Rates employees. Served as Project Officer on 2 wage surveys. Provided advice and assistance on problems concerning results of wage surveys, revised schedules, and background information to individuals inside and outside of my organization. Performed both quantitative and qualitative analyses for identifying DoD workforce trends, actual or potential problem areas, significant program accomplishments, deficiency situations, areas of imbalance, or other significant factors. Reviewed survey schedules to determine needs for adjustments based upon changes in industry rates in various localities for FWS employees. Regularly conducted private industry job evaluation to benchmark key performance factors. I analyzed private industry compensation data to benchmark key pay metrics. Recruited management officials to participate in each federally mandated wage survey. Coached employees on data analytics and survey processes.

Served over 35k individuals across the federal government by establishing rates of pay for the Federal Wage System (FWS) – Non-Appropriated Fund and Special Rates employees. Served as Project Officer on 9 wage surveys. Provided advice and assistance on problems concerning results of wage surveys, revised schedules, and background information to individuals inside and outside of my organization. Performed both quantitative and qualitative analyses for identifying DoD workforce trends, actual or potential problem areas, significant program accomplishments, deficiency situations, areas of imbalance, or other significant factors. Reviewed survey schedules to determine needs for adjustments based upon changes in industry rates in various localities for FWS employees. Regularly conducted private industry job evaluation to benchmark key performance factors. Analyzed private industry compensation data to benchmark key pay metrics. Recruited management officials to participate in each federally mandated wage survey. Coached and trained employees on data analytics and survey processes.