Senior operations and strategic leader offering more than 25 years employee relations, recruitment, compliance, policy development, compensation and benefits administration experience in a variety of industries. Effective in leading full life cycle project management, including contract negotiations and vendor management. Executive-level relationship manager talented at building solid partnerships with internal and external strategic business leaders. Proven ability to work effectively in high pressure, time sensitive situations while successfully managing concurrent assignments. Known for displaying professionalism, high levels of integrity and unrivaled work ethics. Core competencies include: •Strategic Planning & Process Improvement •Profit & Non-Profit Organizations •Talent & Performance Management •Change Management •Staff Management & Development •Coaching & Mentoring •Compliance, EEO/Affirmative Action •Policy Development •Compensation & HR Administration •Benefits Program Design & Administration •Measurement & Reward •Project Management

Sr. Human Resources Business Partner @ From July 2014 to Present (1 year 6 months) Sr. Human Resources Business Partner @ Manage senior level human resource programs at Booz Allen Hamilton, a management and technology consulting firm with over 25,000 employees. Responsible for consulting with Executive Leaders and client groups, managing and delivering full scope HR consulting services on people related business needs, providing analysis and insight of internal and external people trends, and delivering people programs and processes in highly matrixed organization. Work closely with key leaders and stakeholders on implementation strategies, preparing leadership and staff for change. Selected Accomplishments: •Selected to start up new division within HR to align people processes for senior staff supporting evolving business needs. Occupied lead role ensuring cohesion and consistency with senior level programs to include talent management, measurement and rewards and promotion pipeline. •Utilized relationship building skills to collaborate with Executive Leaders to address staff capacity/succession planning for senior staff in support of advancing business needs. •Selected as Project lead on cross functional HR team for next generation workforce planning/analysis and identified innovative recruitment and senior staff engagement strategies. •Served as Career Manager and provided management, coaching and development of HR staff; sought out as a senior resource for HR staff providing guidance on people issues and program enhancements. •Leveraged functional knowledge, consulting and client service skills to support managers in addressing employee relations issues and mitigating risk to the firm. •Designed and facilitated various management development workshops to increase understanding of people related issues including employee relations/compliance, assessment writing and compensation. From December 2007 to April 2014 (6 years 5 months) Partner and Vice President @ Moved into progressively responsible positions and appointed as Partner for TPO, a consulting firm providing full range outsourced human resources planning, management and administration services to smaller and mid-size businesses in the DC Metropolitan area. Responsible for strategic planning and implementation of business initiatives to achieve company goals with an emphasis on operations and consulting services management, staffing and professional development, client relations, business development and direct client consulting. Selected Accomplishments: •Designed and implemented a professional development program linked to the performance review system resulting in expanded consulting and HR technical capabilities. •As part of the management team, re-engineered organizational structure, strategic initiatives and market strategy resulting in increased operational effectiveness and distinction of TPO services in the marketplace. •Managed candidate recruiting levels to ensure staff capacity consistently exceeded scheduled marketing needs by 25%. •Managed Mentor Program for consultants resulting in increased staff engagement and retention rate of 94.2%. •Maintained positive client relations via direct consulting and account management resulting in a client retention rate of 74% against a 75% target. •Developed a centralized on-line repository of source materials leveraged in client deliverables. Researched, purchased and implemented software to maximize efficiencies. Developed support materials and communications to include operating policies, procedures and end user training. Utilization resulted in increased return on investment (ROI) along with increasing consistency and quality of client services and deliverables. From July 1999 to September 2007 (8 years 3 months) Sr. HR Consultant @ Responsible for full range human resource consulting services for several discrete divisions at Freddie Mac, a Fortune 100 Company with 3,500 employees. Selected Accomplishments: *Managed recruitment and selection of up to 50 vacancies, meeting time to fill goals of 31 days for non-exempt and 61 days for exempt positions. *Provided employee relations counseling services resulting in conflict resolution for up to ten cases at any time. *Facilitated training sessions utilizing Myers-Briggs type indicator to enhance team effectiveness. •Committee chair for Human Resources staff members to revise all recruitment correspondence resulting in improved process flow and streamlined communications. •Project Manager for precedent setting recruitment open house supporting the Seller/Sales, Loan Prospector and Investor & Dealer Services Divisions. From August 1996 to October 1998 (2 years 3 months) HR Manager/Officer @ Moved into progressively responsible positions from Office Manager to Human Resources Manager/Officer within Chevy Chance Bank, a local Financial Institution with $6.1 billion in assets and 3,200 employees. Provided and managed human resource activities with an emphasis on affirmative action/EEO compliance, employee relations and recruiting (exempt and non-exempt positions) with mortgage division. Selected Accomplishments: •Developed and implemented three annual multi-establishment affirmative action plans, including all statistical analyses; ensured legal and regulatory compliance. •Purchased and implemented statistical software package for affirmative action planning and statistical analysis resulting in reduced processing time, overall operating costs and improved data/analysis. •Conducted supervisory and performance development training resulting in increased effectiveness and consistency of management practices. •Served as project manager for completion of compensation salary surveys and implementation of ADA (Americans with Disabilities Act) legislation ensuring compliance in workplace practices. •Developed and integrated new HRIS system procedures into disaster recovery policies and practices, enhancing division-wide efficiencies. From 1986 to 1996 (10 years)

Bachelors, Sociology @ State University of New York College at Geneseo From 1980 to 1983 LA Weber High SchoolLyndonville Central High School Tammy Toma is skilled in: Process Improvement, Employee Relations, Employee Benefits Design and Administration, Training and Development, Recruiting, Talent Management, EEO/AA Compliance, Policy Development, Consulting & Executive Relationships, HR & Compensation Administration, Talent & Performance Management, Profit and Non-Profit, Mentoring, Project Management, Change Management