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Sharon Windham

HIGH-IMPACT HUMAN RESOURCES DIRECTOR

Bowie, MD

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Highly ethical HR Professional, with over 10 years of progressive HR experience. A creative thinker, problem solver, and decision maker who effectively balances the needs of employees with the mission of the organization. Strong communications, interpersonal relations, and the ability to work with all levels of employees. Self-starter and accomplish tasks in a conscientious and timely manner with attention to detail. Demonstrate strong competency in collaboration and problem solving.  
Program Management / Employee & Labor Relations / HR Operations / Training & Development / Recruitment / Performance Management / Benefits Administration / Organizational Development / Legislative Compliancy / Policy Design & Implementation / Change Management

Work Experience

Director of Human Resources

KM Systems Group
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Arlington, VA
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January 2010 to Present

Highly energetic member of Senior Executive Team, providing tactical and strategic guidance on the human resources function to promote new thinking and innovative solutions to critical HR challenges. Built HR infrastructure. Oversees HR daily operation: 
 
•Entered company as first ever HR Director; lacking in organizational effectiveness, with no established HR practices, built HR infrastructure from the ground up to develop and implement HR standards and streamline processes. Began by building core HR competencies including: Strategic Management Plan, Workforce Planning and Development, HR Development, Employee Relations, and Total Rewards.  
•Initiated Strategic Management Plan to integrate and align human resource with corporate strategy; Implemented 4-Phased Strategic Management Plan including Strategy Formulation, Development, Implementation, and Evaluation. Formulated Vision, Mission, and Values Statements. Vision, Mission and Values Statements were immediately put to use in proposals, employee handbook, policies and procedure manual, and recruiting documents. 
•Designed and implemented Workforce Planning and Development Programs: Streamlined and standardized recruitment process from sourcing of candidates to off-boarding; instituted applicant workflow process, standardized candidate interviewing process, designed and implemented New Employee Orientation, Off-boarding Process, and Mentorship Program. Created interview process with standardized questions, behavior based questions and skillset assessment. 
•Designed and implemented HR Development Programs to ensure consistency and provide managers with critical tools to enhance productivity including; revamped existing Performance Management System and an Employee Professional Development Program. Oversees Employee Training and Development Programs; Designs, delivers, implements, and evaluates training programs. Designed and implemented a Performance Improvement Program to improve underperforming employee levels. 
•Developed and implemented Employee Relations Programs, created Employee Handbook, Policies and Procedure Manual, Progressive Disciplinary Program and Employee Incentive Programs while establishing a positive employer-employee relationship and cultivating high employee morale. Created a low cost, high impact Incentive Program that yielded instant results. 
•Assists Finance/Accounting with Total Rewards including monitoring HR budget, 401-K, corporate benefits, and legislation affecting compensation and benefits programs. Negotiates benefits and oversees Benefits Administration including health care and flexible benefits under Section 125. Negotiated benefits cost with a 4.5% decrease over prior year.  
•Executes daily HR Operational activities; counsels, investigates and provides win-win resolution to employee relations issues. Provides guidance and training to executive management on critical HR issues including staffing, employee relations, benefits, legislative, corporate strategy, and budget. Reviews terminations and disciplinary actions, ensures reasons are well documented and are not discriminatory. Develops and implements employee training and ensures projects are completed on time and within budget. Ensures diversity in recruitment, promotions, and training. Ensures compliance of and stays abreast of employment laws. Ensures compliancy of Affordable Care Act provisions. 
•Leads Organizational Development by managing change and defining corporate culture; conducted employee engagement survey that led to development and implementation of a new hire Mentorship and an Employee Recognition Program. Employs Prosci/ADKAR processes to accomplish organizational Change Management.

Instructional Systems Designer

Lockheed Martin, Virtual
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2009 to 2009

- 2009 (contract) 
• Designed and developed Instructor-led and Web-playable courses with Instructional Systems Design (ISD) including (ADDIE) Training Model. Consulted with Client, Subject Matter Experts and Training Development Team to plan scope requirements for curriculum and worked with diverse team to develop courses in company's Learning Content Management System (LCMS) according to project milestones and defined deliverables.

Manager

US Airways Inc
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Washington, DC
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2007 to 2008

Led staff of five in the HR management of 600+ union employees. Maintained smooth day to day operation of dual location/multi-level department: 
 
Devised win-win solutions to resolve Employee and Labor Relations issues and workplace diversity in a timely and legal manner. Administered Labor relations including supporting contract negotiations, grievances, terminations, and Health and Welfare issues. Conducted grievance hearings and assisted general counsel in preparation for arbitrations.  
 
Provided strategic direction to supervisory staff that managed the daily coverage and work flow of unionized employees, ensured compliance of company policy and procedures and collective bargaining agreement, issued discipline and rewards, resolved complaints and conducted employee performance reviews. 
 
Collaborated and built strong relationships with cross functional teams to accomplish strategic corporate goals; in 2008, removed from “Worse City List” to “Best City List” and ascended in the Department of Transportation Ranking from #3 to #10. 
Oversaw organizational development; led Change Management efforts stemming from merger related activity. Familiar with ADKAR Change Model. 
 
Reduced department budget by more than $75,000 dollars by designing and implementing a safety awareness campaign.

Supervisor

US Airways Inc
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Washington, DC
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2003 to 2007

•Managed the overall performance of 240 unionized employees; Ensured compliance of policies and procedures, conducted investigations, issued discipline and rewards, resolved employee complaints and conducted employee performance reviews, while promoting positive employee relations via coaching and counseling.

Special" Projects Facilitator

US Airways Inc
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Washington, DC
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1998 to 2003

• Managed Recruiting and Training Projects: Promoted Talent acquisition; conducted open houses, interviewed, selected and recommended applicants for hire. Recruited and hired over 200 highly talented employees with high retention rates. Developed and delivered classroom and on-the job training to employees.

Education

Bachelor of Arts in Communications

University of Washington -
Seattle, WA

January 1976 to January 1980

Skills

Strategic Business Planning / HR Operations / Employee & Labor Relations / Talent Acquisition / Training & Development Conflict Resolution / Compensation & Benefits / Performance Management / Disciplinary Procedures / Organizational Development / Employment Law / Policy Design & Administration

Additional Information

Computer Skills 
 
Proficient in Microsoft Office Suite including Word, Excel, PowerPoint and Outlook. Learning Management System (LMS), Adobe Captivate and Corel Paint Shop