Facebook icons twitter icon Register | Login

Career Networking for the Built Environment
Resumes | Employers | Jobs | Answers

 

 

Details of Monica Bower


Monica Bower

Director, Human Resources

Kensington, Maryland, United States
Industry Category: Engineers
Human Resources Executive

Monica Bower'S Overview

Resume:
MONICA GERARD BOWER, SPHR
Kensington, MD 20895 v 240-338-3365 (c) v mgb5011[AT]verizon.net

Human Resources Director and Business Partner
  1. Highly motivated executive manager with in-depth experience in Human Resources
  2. Demonstrated success in workforce planning and employment, employee engagement, employee/labor relations, compensation and benefits, and risk management.
  3. Expertise in government contracting requirements, organizational change, strategic planning and tactical implementation.
  4. Bottom line perspective with ability to get things done.
 
                                                           HR and BUSINESS SKILLS
Workforce PlanningLabor/Employee RelationsPerformance ManagementChange Management
Succession PlanningGovernment ContractingCompensation & BenefitsSystems Implementation
 
PROFESSIONAL EXPERIENCE
 
Inserso Corporation, Vienna, VA                                                                                                                                      2014 – Present
Director, Human Resources
Rapidly growing small business specializing in IT support services to the federal government.  Implement Affirmative Action Plan, USERRA compliance and FMLA  process.  Administer benefits including self-funded medical insurance plan and ensure Affordable Care Act compliance.  Policy development and implementation.  SCA compliance, performance management and employee relations.
 
Wayne-Stover Corporation                                                                                                                                               1993 – Present
Family owned commercial real estate investment company.  Property management, financial reporting, corporate record maintenance, risk management.
 
DRS Technologies, Inc.                                                                                                                                                        2004-2013
Senior Director, Human Resources, Integrated Defense Systems and Services, Gaithersburg, MD (2012-2013)
New business group merging Proxy and SSA companies into single proxy company.  2500 employees in Maryland, Pennsylvania, New York, Ohio, New Hampshire, Florida, and Canada.
  1. Negotiated economic and non-economic terms for second three-year collective bargaining unit (CBA) covering 50 Machinists union employees at four sites.
  2. Managed RIF and relocation activities affecting 400 employees due to site closures and revenue reduction.  Achieved 40% acceptance rate for relocations. Created progress and cost impact reports. WARN notifications.
  3. Prepared RIF approval packages and supporting documentation to meet detailed legal compliance requirements.
  4. Conducted Service Contract Act (SCA) Third Party Vendor selection and system implementation.  Defined true-up process, data requirements and calculations.  Transitioned SCA administration to another DRS business group.  Established 401(k) Qualified Non-elective Employer Contributions (QNEC) to accept fringe benefit payments.
  5. Provided HR generalist services to 150 multi-site employees
               
Senior Director, Human Resources, DRS C3 & Aviation Company, Aviation & Logistics Division, Herndon, VA and Gaithersburg, MD (2009-2012)
New business unit integrated into DRS C3 & Aviation Company.  450 employees at seven sites primarily providing Maintenance, Repair & Overhaul (MRO) for Coast Guard C130 aircraft and Contract Labor Services (CLS) for Navy.
  1. Hired new leader for Elizabeth City facility.  Designed selection criteria focused on change leadership, ethics and employee engagement.  Very successful leader who turned around customer relationship and improved employee productivity.
  2. Conducted SCA Compliance and three year true-up resulting in $450K in back pay for 300+ employees.  Educated senior leadership on SCA compliance, scope of problem, and solution.  Coordinated with employment counsel, ERISA attorneys and DRS Corporate Benefits team.  Prepared employee communications regarding their SCA benefits.
  3. Negotiated first three-year CBA bridge agreement with local IAMAW.  Established payroll and HR processes to accommodate CBA requirements and partnered with Corporate Benefits organization to design CBA-defined benefits program.  Implemented HR union administration procedures.
  4. New contract award 30 day transition:  Defined selection process, interviewed, selected and hired 70 employees at four sites including 50 CBA covered employees for contract commencement. 
  1. Defense Contract Audit Agency (DCAA) Voluntary Disclosure Lead HR auditor for 380 employee records over a seven year period.  Developed and implemented DCAA approved selection processes. 
  2. Developed and implemented ISO-9001 Compliant HR Processes.
  3. Led implementation of new vacation and sick leave plan.  Responsibilities included preparing individual employee communications reporting the impact of the new plan had and HRIS/payroll system design and definition.
  4. Participated in DRS Compensation System design/implementation team for SuccessFactors variable pay module.
Director, Human Resources & Administration, DRS C3 Systems Inc., C3 Strategic Business Unit (SBU), Gaithersburg, MD (2004 – 2009)
Engineering design and manufacturing of Navy displays and shipboard communication systems, shipboard and ground-based radar systems, Air Force training pods, sonar systems, border & force protection system integration and contract manufacturing.  2500 employees at eight operating sites in Maryland, Pennsylvania, New York, Florida and Canada. 
  1. Reported to SBU President.  Advisor and partner to executive and business leadership team.
  2. Led and set strategic vision for HR team of nine direct reports.
  3. Led and facilitated executive and engineering leadership teams focused on defining roles and responsibilities, promoting culture of responsibility and accountability, and employee recognition.
  4. Led integration of payroll and HRIS for seven financial systems consolidating into three financial entities. 
  5. Led annual merit and incentive planning reviews and consolidations from all sites.
  6. Led succession planning activities and critical skills gap analysis.
  7. Established college recruiting program.  Program grew from hiring zero to two college graduates per year.
  8. Managed facilities department including supervision of Facility Security Officers (FSO), responsibility for environmental health and safety (EH&S), and managing construction and relocation of three new sites and engineering lab expansion.
 
Computer Technology Services, Inc., Rockville, MD                                                                                                      2003 - 2004
An information technology, e-learning, training and education company specializing in providing services to defense and civilian government agencies. Company had 75 employees in four states.
Director, Human Resources,
  1. Recruited technical consulting and administrative staff with government clearances in support of contracts and proposal activity.
  2. Managed benefits and 401(k) plan; review and negotiate benefits and retirement plan provider contracts.
  3. Managed human resources function: compensation and performance management programs, employee relations.
 
Radcor Technology Inc., Rockville, MD                                                                                                                            1997 - 2003
A software services consulting company specializing in selling and implementing human resources, payroll and accounting systems and providing supplemental IT staffing services. Company had 100 employees in DC metro area.
Director of Human Resources and Staffing Services,
  1. Managed Staffing Services business practice area. Responsibilities included soliciting and filling client IT staffing requirements, negotiating client master agreements and subcontractor agreements, issuing and monitoring statements of work, tracking budgeted hours to actual, and general sales activities.
  2. Project manager for government contract at Department of Veterans Affairs HR LINK$ office. Managed performance on Service Requests and Purchase Orders, controlled hours and costs on contracts, provided status reports to client and corporate management, negotiated fixed price contract, and met with client to evaluate performance and to identify additional work.
  3. 401(k) Plan administration including conversion of complex 401(k) plan; reviewed and negotiated benefits and retirement plan provider contracts; and prepared 401(k) plan year-end projections and ACP/ADP testing.
  4. Implemented and maintained HRIS; supervised and processed payroll

BNFL Inc., Fairfax, VA                                                                                                                                                          1990 - 1996
Manager, Human Resources (1992 to 1996)
 
Education:
B.S. Business Management, George Mason University, Fairfax, VA. Honors: With Distinction
Pursuing Project Management Certification, Montgomery College, MD.

Certificates & Affiliations:  Senior Professional in Human Resources (SPHR).  Society for Human Resource Management.
HRA-NCA SHRM Local Chapter. Montgomery County SHRM Local Chapter, HR Leadership Forum

Technical Skills: Excel Advanced (consolidations, pivot tables, complex formulas), M-files, HRIS, ADP, SuccessFactors, ABRA, Foxpro; Impromptu, Cognos. OrgPlus. Visio, PowerPoint, MSOffice, SharePoint, Unanet.
 
Related keyword:

Join Built.com and Create Your profile, It's Free