Brenda J.

Ables 4319 Crelin Place Lanham, MD 20706 (H) (301) 459-0852

(C) (301) 758.7674
EDUCATION MBA Human Resources and Personnel Management
Adelphi University Garden City, New York
BA Psychology
Hofstra University Hempstead, New York
TRAINING Leadership Essentials (Certified Trainer 4/03)
Myers Briggs Type Indicator (Qualified 2/03)
CONTINUING PROFESSIONAL EDUCATION
Fundamentals of Affirmative Action Plans
Berkshire Associates, Inc.
Affirmative Action Briefing
Employment Law Conference
National Employment Law Institute
SUMMARY
Benefits-Worked with Brokers and vendors in the selection, plan design, and the
overall management of benefits to include but not limited to medical, dental, v
ision, life, std, ltd, supplemental benefits, flexible spending accounts, and 40
1k.
Compliance Responsible for all Federal reporting such as creating Affirmative A
ction Plans, the filing of 5500 H & W, 5500 401k plan, EEO-1, Vets 100A, and OSH
A reporting. Ensure the Nondiscrimination tests are performed on both the 401(k)
and flexible benefit account plans as well as make modifications to ensure the
plans pass. In addition, I ensure the distribution to all employees the Medicare
Part D notices of creditable and non-creditable coverage, and the Summary Annua
l Report (SAR) for health and Welfare and 401k plans.
Employee Relations- Worked with internal and external legal counsel on immigrati
on issues as it pertained to employees, EEO discrimination allegations, and loca
l jurisdiction human rights claims, and various company potential liability issu
es. Created and implemented New Hire Orientation programs; provided career devel
opment counseling utilizing internal and/or external training programs; develope
d, implemented and managed performance appraisal programs from universal evaluat
ions, standard annual reviews and 360 degree programs; developed and implemented
disciplinary action policies and procedures to include manager toolkits and per
formance improvement plans; created employee handbooks and procedure manuals; wo
rked with employees and all levels of management with dispute resolution; develo
ped and coordinated employee recognition programs, service awards, united way fu
nding, and blood drives; administered employee newsletter.
Recruitment & Staffing- Developed and implemented Recruitment Strategies and cr
eated budgets forecasting a decrease in recruitment spending by 40%; Responsibl
e for the recruitment of various non-exempt and exempt positions (management, te
chnical and professional) from the sourcing of candidates, interviewing, and on
-boarding of the new hire; Created processes for internal movement; Researched,
reviewed, and selected vendors to conduct pre-employment background screenings;
administered employee referral program; developed advertisements for various med
ia (internet, newspapers, journals and radio); worked with external sources for
the recruitment of specialized positions.
Training- Developed and conducted new hire orientation programs; provided traini
ng on EEO/Affirmative Action plans; harassment, business ethics, disciplinary ac
tion procedures; performance appraisal process including matrix management; adm
inistered educational assistance programs.
PROFESSIONAL EXPERIENCE:
2010 Present BJA Consultants
Independent Consultant
Provide Human Resources support to companies as needed: recruitment, write polic
ies and procedures, review and modify employee handbooks, review and modify empl
oyee disciplinary actions, compile data for EEO-1 and Vets 100 reports and file
the reports; conduct employee file audits; prepare and compile data for Affirmat
ive Action Plans.
2008 - 2010 Systems Application & Technologies, Inc.
Director of Human Resources
Provides Human Resources support for this Federal Government Contractor approxim
ately 400 employees (subject to the Service Contract Act (SCA) located in 10 dif
ferent states. Fully accountable for recruitment strategy and implementation, be
nefits administration analysis and modifications to benefit plan design, trainin
g, workers compensation, and employee relations issues.
Accomplishments: Prominent leader in the review, selection and implementation
of ADPs HRB system which includes payroll, employee/manager self-service, e- rec
ruitment, talent modules and COBRA.
2005 2008 Sawyer Realty Holdings LLC.
Director of Human Resources
Responsible for Human Resources related initiatives for 1200-1600 employees loca
ted in the Northeast and Southeast regions of the United States. Acts as a busi
ness partner to internal operations; provides strategic leadership, advice and c
ounsel to management on all areas of HR. Provided financial information during t
he budget process for the HR department and organization and was fully accountab
le for the implementation and management of the budget. Responsible for directin
g a staff of seven Human Resources professionals in developing, implementing and
coordinating human resources policies and programs covering staffing, benefits,
compensation, and employee relations for the organization. Ensures processes a
re compliant with local, state, and federal regulations in covering the employme
nt relationship.
Accomplishments: Prominent leader in the review, selection and implementation o
f Ultimate Software UltiPro HRIS which included payroll, electronic timesheets,
employee/management self-service, and e-recruitment modules. Sawyer had a majo
r acquisition of publicly held company and my team produced offer letters, had
all of their information entered in the system , benefit selections entered pr
omptly with no errors. This all occurred at the same time that we 1) implemente
d the new HRIS system; and it 2) was the effective date of our standard benefit
renewal
Skills enhanced-Sawyer provided an environment in which my employment law skill
s were enhanced as we had many disciplinary actions and I had to make quick dec
isions on employment status while ensuring that the documentation was strong en
ough to support the decisions made and minimize the risk to the residents and t
he company. I worked extensively with General Counsel on some of those decisio
ns as business was conducted in 13 different states so we needed to be apprise
d if any state specific laws would apply.
2004 2005 Parsons Transportation Group, Washington, D.C.
2001 - 2002 Division Human Resources Manager
Responsible for a full range of human resources functions for 300 plus employees
for the Domestic US, & International (Canada) Aviation Division. Ensures man
agement and staff are current with all Company policies and procedures. Ensures
their interpretation and application is accurate and equitable for the Aviation
Division and consistent with the Global Business Unit and Corporate. I provid
ed recommendations and guidance to management for the resolution of all employee
 relations issues. Provided training and development, and administered compensa
tion and EEO/AAP programs. Responsible for the administration of Parsons pre-emp
loyment drug testing program for new hires.
Skills learned-Parsons provided an environment where I learned how to conduct
business in Canada as an employer. In addition, this position provided extensiv
e exposure regarding immigration by working with employees through the Visa pr
ocess (H1-B, F1 & L1) through the permanent green card status.
2002 2004 Harris Corporation, Alexandria, VA
Sr. Human Resources Manager
Provided HR support for two business units 1) Harris Technical Services Corporat
ion (HTSD) and 2) Government Communication Services Division (GCSD) to approxima
tely 300 technical professionals located in the Washington, DC area, West Virgin
ia, and New Jersey. Coordinated all recruitment activities for HTSC and worked
with Harriss centralized recruitment center for GCSD. Handled all employee relat
ions issues and assisted managers with the performance appraisal process.
Skills learned-Harris provided a training course which consisted of making a p
resentation to a panel on a specific subject (I presented on the Performance App
raisal Process) to ascertain training capabilities. I became certified for the
in-house Leadership Essentials which meant I could conduct training for the bu
siness units that I supported. In addition, I participated in a program that a
llowed me to be Myers Briggs Type Indicator- Qualified which meant I was certifi
ed to administer the test and provide the interpretation of the results.
1994-2001 Systems Integration Group, Inc. Lanham, MD
Human Resources Manager
Accountable for all Human Resources functions for a 160+ employee (subject to th
e Service Contract Act (SCA)) federal government contractor. Developed and impl
emented recruitment activities for all management, professional, and technical e
mployees. Conducted new employee orientation, provided benefit and wage and sala
ry administration. Developed and administered corporate policies and procedures
and performance appraisal program. Coordinated and implemented training curric
ulums, and provided management with guidelines for the implementation of discipl
inary action procedures. Responsible for all employee relation issues such as c
areer development, employee problem resolution, company newsletter and events.
Wrote and implemented the corporate policies for FMLA, sexual harassment, and AD
A. Developed Affirmative Action Program and maintained all applicant/employee t
racking in terms of hires, termination, and promotions.
1992-1994 Falcon Microsystems, Inc. Landover, MD
Employee Relations Manager
Responsible for the recruitment and hiring of all management, professional, and
technical employees; new employee orientation, benefit administration, and wage
and salary administration for this 300+ employee federal government contractor.

1986 -1992
Automatic Data Processing Melville, New York
Senior Human Resources Representative
Devised recruitment methods, interviewed, and hired non-exempt and exempt employ
ees for this 500+ employee base. Administrator of Service Awards Program, Unite
d Way Campaign, and Semi-Annual Blood Drives. Conducted benefit training session
s for new employees, and implemented Short/Long term disability and Workers Comp
ensation claims. I provided relevant information for the resolution of discrepa
ncies regarding the 401K, Pension and Stock Purchase Plans. Reviewed and revise
d job descriptions and performance appraisals according to corporate selection c
riteria. Coordinated the salary planning and budgeting process with management.
TECHNICAL CAPABILITIES: ADP Human Resources & Benefits (HRB), Ultimate Software
(Ulti Pro) HRIS, PeopleSoft HRIS, Deltek HRIS, Berkshire Balance AAP, Hire Gatew
ay, Hire.com, Microsoft Word, Excel, Microsoft Access, PowerPoint, Microsoft Pub
lisher.