Brett Miller

Experience

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  CTA Architects Engineers

  Mar 2007 - Jan 2009

  Human Resources Generalist

  • Worked collaboratively with hiring managers and managing partners in all 15 CTA locations to recruit for professional and specialized positions• Conducted pre-interviews and assisted senior management in preparation for formal interviews• Coordinated and facilitated career fairs nationwide; actively involved in interviewing and presenting the company to prospective employees• Supported in transitioning CTA from standard vacation / sick time to Paid Time Off (PTO) system• Updated and revised policies in CTA handbook • Analyzed and compared salary of CTA’s compensation range with national and regional averages to ensure salary equity throughout the company• Held responsible for preparing and reporting data for two annual affirmative action plans while at CTA, which maintained CTA’s compliance with federal law• Performed and presented extensive research on viability of current international economy related architecture and engineering firms• Assisted HR Director for Board of Directors meeting through research and presentation of PTO time against standard vacation / sick leave• Revised and formatted job descriptions for 107 positions• Accounted for presenting recruitment efforts and new hires during quarterly all staff meetings• Played a pivotal role in the development and management of corporate recruiting at CTA, which increased size of the firm from 320 to 430 employees• Efficiently reduced recruitment budget by more than 30% during tenure through introducing and implementing a standard recruitment cycle and building coalitions with senior management Show less

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  NOVO 1

  Jan 2010 - Jul 2011

  Client Services Manager

  • Managed national inbound call accounts for large and small corporations, made sure that NOVO 1 adhered to contract guidelines and performance metrics.• Implemented and developed new and established accounts by working with external clients as well as internal administrative, telecom and computer/software engineering staff. • Trained and monitored supervisors and line staff to assure high service levels. • Coached management staff and line staff when needed.• Served as the main intermediary for all communications between NOVO 1 and clients.• Performed monthly P&L projections on my accounts to ensure they were maintaining profitability. • Forecasted call volume and staffing needs for my accounts. • Performed weekly Quality Assurance calibration to keep quality high for my clients.• Conducted meetings and teleconferences with high level clients as well as with line staff and center management.• Key Accomplishments:• Facilitated startup of 2 million dollar account and developed strong working relationship with Vice President and Senior Management of that client.• Turned underperforming accounts around to help NOVO 1 profitability. Show less

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  Signal Peak Energy

  Jul 2011 - Jun 2018

  Human Resources Director

  Human Resources• Advise officers, managers and line staff on company policy, state and federal employment law, recruitment law and progressive disciplinary actions.• Conduct investigations concerning sensitive HR issues.• Meet daily with employees to assist with Human Resources questions and issues.• Write disciplinary actions and unemployment rebuttals.• Facilitate and oversee the drug and alcohol testing program.• Facilitate and conduct portions of annual management training.• Process and manage FMLA requests and other requests for leave. • Present annual compliance training. • Play active role in workers compensation claims. Work with medical personnel and management to get employees back to work.• Developed performance management program.• Maintain organizational chart.Benefits Management Act as fiduciary for 401 K plan • Advise line staff and managers on company health, retirement and life/disability benefits. • Selected plan specifics and make updates when necessary.• Administer annual 401 (k) audit and submit form 5500.• Make periodic updates and changes to benefits plan and ensure compliance. Manage costs and insure company has the best available benefits for the costAdministrative• Work extensively with ADP HRIS/payroll software. • Complete data entry and updates for employees.• Process Workers Compensation claims.• Process Qualified Medical Child Support orders and monetary child support orders. • Oversee and maintain employee and HR admin files.Recruitment• Manage recruitment effort at SPE, average 5- 10 new hires per month, including line level staff, senior level managers and engineering.• Instituted a hiring committee, includes senior management, to evaluate perspective candidates. • Turnover is down by 13% since 2011.• Facilitate hiring process, advertising, screening, scheduling training, physical, criminal background check and new hire orientation. Show less

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  Indian Health Service

  Jun 2018 - Sept 2021

  Deputy Director Of Human Resources

  Billings Area HR Deputy Director● Acting HR Deputy Director 02/18/19 to 06/09/2019. ● Competed for and received promotion to HR Deputy Director on 06/09/2019.● Provide HR services to 2 hospitals and 4 clinics, with 1500 employees.● Supervise up to 20 HR staff.● Advise senior management and all stakeholders on Federal HR policy and labor relations. ● HR Budget authority, oversee budgeting of staff, training and supplies.● Oversee Area recruitment and compensation activities (over 400 vacancies area wide). o Improved recruitment efficiency by re-assigning staff and adding staff.o Recruitment and retention of Doctors, Dentists, Nurses and other healthcare professionals.o Ensure staffing procedures and federal policy compliance. ● Area Labor and Employee Relations.o Direct ER/LR staff and ensure CBA followed for promotion, discipline and grievances. o Added senior ER/LR specialist to improve handling of ER/LR issues. ● Personnel Security group processes all Federal Background Investigations.o Process hundreds of current and new federal backgrounds annually. HR Programs and changes for 2020● Overseeing Billings Area HR’s transition to autonomous HR office from regional office.● Implemented HR Exchange in 2020, combining 66 HR software platforms into one dashboard utilizing Service Now platform and Artificial Intelligence. ● Implemented new pre-recruitment tracking process, February 2020. ● Implementing new software based performance management system by June 2020. Show less

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  Bureau of Indian Affairs

  Sept 2021 - now

  Human Resources Officer

  Human Resources Officer, Bureau of Indian Affairs on September 09, 2021. • Supervise HR services for the BIA, including Staffing, Classification, ER/LR, Personnel Security and HRIS. Human Capital services approximately 3800 employees. • Directly supervise nine GS 14 HR Supervisors, two support staff, and approximately 70 HR staff.• Advise leadership, management, HR and other stakeholders on Federal HR policy, processes, and updates.• Oversee HR Budget authority, spend plans/budgeting of staff, training, and supplies. • Updated policy and SOP for HR. o Developed and updated Bureau’s HR Strategic Plan with OHCM and BIA HR supervisors.o BIA Merit Promotion Plan and Indian Preference policy.o End to end recruitment process.o Subject Matter Expert usage. • Moved internal HR recruitment function to my supervision, improving HR staff hiring and processing. • Added Position Management professional to manage position data and organizational development. • Implemented HRIS program in conjunction with the Acting Director, OHCM.• HRIS has developed data and dashboards to show metrics. • Spearheaded Diversity, Equity, and Inclusion directive from the President Bureau wide. Staffing and recruitment. • Instituted HR metrics to assist with measuring performance, expedite service and measure accountability. • Concentrating on improving recruitment and staffing. • Time to hire has improved by 23% since 2021. • Improved Employee Relations timeline and service since 21. Active caseload is down by 25%. • Time to Hire, reduced by 22%.• Individual staff performance metrics, manage team using metrics from HR software. • Improved recruitment efficiency by re-aligning staffing offices.Union• Negotiated wages with IBEW for the SCIP project, overdue by three years, continue annual wage negotiation meeting. • Meet monthly with labor relations and FISE union president to go over any issues involving the union and collective bargaining unit employees. Show less